Stats Perform
Stats Perform Compensation & Benefits
This page summarizes recurring themes identified from responses generated by popular LLMs to common candidate questions about Stats Perform and has not been reviewed or approved by Stats Perform.
How are the compensation & benefits at Stats Perform?
Strengths in time-off flexibility and baseline benefits coverage are accompanied by concerns about pay competitiveness and limited pay growth. Together, these dynamics suggest total rewards may be acceptable for candidates prioritizing flexibility and mission-aligned perks, but less compelling for those benchmarking strictly to higher-paying peers.
Key Insight for Candidates
Tradeoff: culture-forward perks (responsible/unlimited PTO, mental‑health and volunteer days) over market‑leading cash and benefits. Employees enjoy sports‑focused work and flexibility, but raises and total comp are often middling. Candidates prioritizing top‑quartile pay or richer coverage should confirm numbers early.Evidence in Action
- Responsible PTO and VTO — Responsible PTO, ~10 paid holidays, Mental Health Days, and two days of paid Volunteer Time Off are core policies. Employees gain flexibility and recovery time, but usage depends on manager norms, making proactive planning essential.
- 3–5% Merit Increases — Recurring employee feedback cites annual merit increases typically capped around 3–5% and base pay often positioned mid‑market. Employees see gradual pay growth, raising the importance of strong starting offers, promotions, or role changes to reach target compensation.
Positive Themes About Stats Perform
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Leave & Time Off Breadth: Time off is positioned as flexible through “responsible”/unlimited PTO alongside a standard holiday set. Dedicated volunteering time and periodic mental health days add extra paid time away beyond basic PTO.
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Retirement Support: Retirement support includes a 401(k) plan with employer matching described in postings. The match structure is presented as clear but more mid‑market than best‑in‑class.
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Healthcare Strength: Core healthcare coverage is described as including medical, dental, and vision, with additional protection benefits like life/AD&D and disability in some postings. The overall package reads as complete on essentials even if not framed as premium-tier.
Considerations About Stats Perform
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Unfair & Opaque Compensation: Pay is characterized as only fair-to-middling relative to alternatives, with repeated signals that it can land below market for certain roles. Wide variation by team, level, and geography creates inconsistent perceived fairness across the workforce.
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Stagnant Pay & Limited Progression: Annual increases are described as modest and sometimes capped, creating a sense of limited earnings momentum. Pay growth concerns appear to persist even when overall workplace sentiment is stronger in other areas.
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Perks & Wellbeing Gaps: The overall rewards package is often framed as average rather than exceptional despite culture-forward perks. Non-cash programs like mental health days and volunteering time can feel less valuable when cash compensation and richer benefit enhancements are priorities.
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