Stats Perform

Chicago

Total Offices: 7

1,975 Total Employees

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Stats Perform Compensation & Benefits

Updated on September 08, 2026

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

Core tradeoff: culture-forward flexibility (unlimited “Responsible” PTO, WFH, mental-health and volunteer days) paired with compensation viewed as mid‑market with modest raises. That means solid lifestyle perks but lighter cash value. If you prioritize top-tier pay or richer savings/health subsidies, you may be underwhelmed.

Evidence in Action

Responsible Time Off Norm — Responsible Time Off and approximately 10 paid holidays are documented in U.S. job postings. Employees gain flexibility, but recurring employee feedback notes usage depends on team norms and manager approval.
401(k) Match Structure — A 401(k) match of 50% up to 6% of eligible pay is specified in recent U.S. postings. Employees who contribute 6% effectively receive a 3% employer contribution, supporting retirement savings with clear, predictable terms.

Positive Themes About Stats Perform

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.
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.
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

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.
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.
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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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.