Companies StepStone Group

StepStone Group

New York

Total Offices: 10

909 Total Employees

Year Founded: 2007

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StepStone Group Compensation & Benefits

Updated on September 08, 2026

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

How are the compensation & benefits at StepStone Group?

Strengths in healthcare, retirement provisions, and parental support are accompanied by challenges around compensation adequacy relative to workload, higher dependent costs, and uneven eligibility or coverage for certain needs. Together, these dynamics suggest a benefits‑forward package that many value, while market alignment on pay and specific cost or coverage gaps moderate overall satisfaction.

Key Insight for Candidates

A benefits-forward tradeoff: StepStone offers unusually strong, well-rounded benefits (e.g., fully paid employee-only medical, wellness, VTO, parental support), while cash pay often feels middling. This makes the package attractive for healthcare and family needs but less compelling if you prioritize top-of-market salary.

Evidence in Action

Company-Paid Individual Healthcare — Employee-only premiums are fully paid with multiple plan options, a documented company practice. This meaningfully lowers personal healthcare costs and signals a strong baseline of coverage for U.S. employees.
Performance-Based LTIP Compensation — Performance-based compensation and long-term incentive plans are documented in company materials. This aligns pay with results and increases total rewards potential for strong performers over multi-year periods.

Positive Themes About StepStone Group

Healthcare Strength: Health coverage is described as generous with multiple plan options, and in some cases employee‑only premiums are fully paid. Feedback suggests wellness resources and plan choice enhance the overall value of the package.
Retirement Support: Retirement offerings include a 401(k) program that is viewed favorably. Feedback suggests long‑term incentive elements complement core retirement benefits.
Parental & Family Support: Parental support includes leave coaching, paid parental leave, and resources for new parents alongside related travel and logistical supports. Feedback suggests these policies are a meaningful part of the benefits package.

Considerations About StepStone Group

Poor or Misaligned Recognition & Rewards: Pay is characterized as solid for some roles but below market in others, with concerns about heavy workloads not always matched by compensation. Feedback suggests long hours and weekend work can dampen satisfaction with base and bonus levels.
High Benefits Costs: Family and dependent coverage can be costly even where employee‑only premiums are favorable. Feedback suggests these out‑of‑pocket costs reduce the perceived affordability of benefits for some.
Exclusive or Unequal Benefits Coverage: Coverage and eligibility vary by location, level, and employment status, with interns and contractors often ineligible and certain enhancements reserved for senior employees. Feedback suggests specific needs like fertility services may be omitted in some plans.

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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.