Smartsheet
Smartsheet Compensation & Benefits
This page summarizes recurring themes identified from responses generated by popular LLMs to common candidate questions about Smartsheet and has not been reviewed or approved by Smartsheet.
How are the compensation & benefits at Smartsheet?
Strengths in healthcare, time off flexibility, and parental and family support are accompanied by concerns about equity value, compensation clarity, and rising out-of-pocket benefit costs. Together, these dynamics suggest a competitive core package whose realized value is uneven by role and tenure, making written confirmation of current terms important when evaluating offers.
Key Insight for Candidates
Post–take‑private, Smartsheet’s total rewards shifted: equity (RSUs) was pared back or replaced with cash while healthcare cost‑sharing increased, even as core benefits remain attractive. This tradeoff can materially lower upside and raise out‑of‑pocket costs, so confirm current equity, premiums, and leave terms in writing.Evidence in Action
- Post‑Private Equity Shift — RSUs and the Employee Stock Purchase Program (15% discount) define equity, with recurring employee feedback noting post‑take‑private reductions to RSUs or cash‑in‑lieu changes. Employees face less upside predictability and lean more on base, bonus, and ESPP when evaluating total compensation.
- Role‑Dependent Flexible PTO — The Flexible Time Away Program and 'unlimited PTO' are role‑dependent, with a three‑month parental‑leave waiting period and parental leave listed up to 24 weeks. Employees must confirm eligibility, team norms, and manager approval to reliably plan vacation and family time.
Positive Themes About Smartsheet
-
Parental & Family Support: Parental leave is described as generous, with up to 24 weeks in the U.S., alongside adoption and fertility supports. Eligibility details can vary by role and location, so candidates are encouraged to confirm specifics.
-
Healthcare Strength: Health coverage is characterized as comprehensive, including medical, dental, vision, mental-health support, and company-paid life and disability. Options include employer-paid medical in some cases and HSA/FSA availability.
-
Leave & Time Off Breadth: Time away is positioned as flexible paid time off spanning holidays, vacation, sick/mental-health days, volunteer time, and parental leave. Remote and hybrid flexibility further supports time-off usability.
Considerations About Smartsheet
-
Low or Inaccessible Equity: Equity value has declined for some employees due to reductions or changes to RSUs, with cash substitutes cited as lowering perceived total rewards. This shift creates uncertainty about long-term upside relative to prior programs.
-
Unfair & Opaque Compensation: Compensation structures are described as complex and unclear, including variable-pay plans and pay-equity concerns, and some plan details (such as the exact 401(k) match) are inconsistently communicated. Ambiguity around unlimited PTO usage and role-dependent eligibility reinforces the need to verify terms.
-
High Benefits Costs: Benefit cost-sharing has increased, with employees now paying premiums that were previously fully covered and certain ancillary perk budgets tightening. These shifts reduce the affordability of the overall package compared with prior years.
NEW
What does AI tell candidates about your employer brand?
Get your free AI reputation report today.
See AI Report
Smartsheet Insights
Is This Your Company?
Claim Profile
