Companies Sphera

Sphera

Chicago

Total Offices: 7

1,300 Total Employees

Year Founded: 2016

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Sphera Compensation & Benefits

Updated on September 08, 2026

This page summarizes recurring themes identified from responses generated by popular LLMs to common candidate questions about Sphera and has not been reviewed or approved by Sphera.

How are the compensation & benefits at Sphera?

Strengths in sales incentives, core health coverage, and retirement support are accompanied by challenges in base‑pay competitiveness, pay growth, and the cost of family coverage. Together, these dynamics suggest a mixed overall experience in compensation and benefits, with notable upside for some roles and needs but material trade‑offs for others.

Key Insight for Candidates

The defining tradeoff: solid, people‑first benefits and flexibility offset middling base pay. Expect a clear 4.5% 401(k) match, widely praised low‑deductible health plans, and improved ~3‑month parental leave, plus mentoring and hybrid work—good value if you prize benefits and balance more than top‑of‑market cash.

Evidence in Action

Structured 401(k) Match — 401(k) match formula: 100% up to 3% of pay, plus 50% on the next 3% (max 4.5% match at a 6% contribution). This transparent, predictable matching encourages consistent saving and improves total compensation value for employees.
Paid Maternity Leave Update — Paid maternity leave increased to three months; family medical leave runs up to 12 weeks, with adoption assistance available. Clear, expanded leave supports families and reduces burnout during life events, improving retention and return-to-work readiness.

Positive Themes About Sphera

Strong & Reliable Incentives: Sales on‑target earnings can be competitive for certain roles, with healthy ranges and high OTE potential for Solution/Account Executives. Feedback suggests on‑plan earnings compare well against many B2B software peers.
Healthcare Strength: Medical, dental and vision coverage are characterized as good, with low deductibles and a significant employer share of premiums. Feedback suggests core health insurance quality is a relative strength.
Retirement Support: A 401(k) with employer match is consistently referenced, with a clear structure that enables a meaningful company contribution when employees contribute. Feedback suggests retirement offerings are straightforward and valued.

Considerations About Sphera

Unfair & Opaque Compensation: Pay is considered below market in several functions, and compensation is cited as a driver of turnover. Feedback suggests base‑pay competitiveness varies widely by team, role and location.
Stagnant Pay & Limited Progression: Annual increases are described as weak, reinforcing perceptions that compensation does not keep pace over time. Feedback suggests progression and raises can lag expectations.
High Benefits Costs: Health plans are viewed as decent for individuals but become costly for larger families. Feedback suggests overall benefits value depends strongly on household size and selected options.

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These insights are generated using AI and may not reflect internal data or verified company information. They are intended solely for general informational purposes and should not be considered a definitive assessment of the company’s reputation. If you are a representative of this company, and would like this page to be removed, you may contact us via this form.