Skidmore, Owings & Merrill (SOM)
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Skidmore, Owings & Merrill (SOM) Compensation & Benefits
This page summarizes recurring themes identified from responses generated by popular LLMs to common candidate questions about Skidmore, Owings & Merrill (SOM) and has not been reviewed or approved by Skidmore, Owings & Merrill (SOM).
How are the compensation & benefits at Skidmore, Owings & Merrill (SOM)?
Strengths in healthcare, family supports, and career-linked rewards are accompanied by challenges in base pay levels, raise progression, and recognition for additional workload. Together, these dynamics suggest a benefits-forward total rewards profile that can appeal to those prioritizing development and supports, while cash compensation and raise velocity may feel underwhelming in high-demand, high-cost settings.
Key Insight for Candidates
Defining tradeoff: SOM leans on prestige projects and intensive learning as part of “total comp,” while base pay and raises lag and long hours are often unpaid. This builds resume value but compresses effective hourly pay and long‑term earnings. Candidates prioritizing top cash or COL‑tracking raises may be disappointed.Evidence in Action
- Low Base, Modest Raises — Base pay and 3% annual increases are repeatedly described as below market and not keeping up with cost of living, particularly for junior and mid-level staff. Employees experience slower earnings growth and feel undervalued, prompting tougher negotiations and increased turnover risk.
- Unpaid Overtime Expectation — Unpaid overtime and long schedules are a recurring component of project delivery, with no extra time compensation. Employees' effective hourly pay declines during crunch periods, elevating burnout and diminishing overall satisfaction with rewards.
Positive Themes About Skidmore, Owings & Merrill (SOM)
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Healthcare Strength: Health coverage is considered solid for the industry, including medical, dental, vision, and access to telehealth services and a One Medical membership. Feedback suggests these offerings add meaningful value to the overall package.
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Parental & Family Support: Family-focused supports such as paid family leave, hybrid/flexible schedules, and subsidized backup child and elder care are highlighted across postings. Feedback suggests these elements help support work–life needs.
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Career-Linked Recognition & Rewards: Professional growth is supported through reimbursement for licenses/exams and structured in-house development and mentoring. Many view prestige projects and strong learning as part of the total reward.
Considerations About Skidmore, Owings & Merrill (SOM)
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Unfair & Opaque Compensation: Pay is considered lower than the market in multiple locations, with particular pressure at junior and mid-levels. Cost-of-living dynamics in cities like New York and Chicago intensify perceptions that base pay trails expectations.
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Stagnant Pay & Limited Progression: Annual increases are described as modest and not keeping up with inflation. Feedback suggests raise velocity does not reflect changing market or living costs.
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Poor or Misaligned Recognition & Rewards: Long hours and unpaid overtime are frequent, reducing the perceived value of pay. Heavy workloads without additional compensation dampen satisfaction with overall rewards.
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