Companies TAG - The Aspen Group

TAG - The Aspen Group

Chicago

Total Offices: 2

25,000 Total Employees

500 Product + Tech Employees

Year Founded: 1998

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TAG - The Aspen Group Compensation & Benefits

Updated on March 04, 2026

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

How are the compensation & benefits at TAG - The Aspen Group?

Strengths in benefits breadth (health coverage, retirement match, and time off) are accompanied by uneven perceptions of pay fairness and clarity, which vary substantially by brand and role. Together, these dynamics suggest the overall package can feel competitive for some corporate or specialized positions while remaining a friction point in lower-paid or incentive-dependent frontline roles.

Key Insight for Candidates

Defining tradeoff: TAG offsets only-okay base pay with outsized non-cash value—deep discounts across its own care brands and structured learning via TAG U. This makes total rewards strong if you’ll use those perks, but lingering pay-transparency concerns mean cash competitiveness can feel underwhelming without them.

Evidence in Action

Clear 401(k) Match Formula — The 401(k) match is 3% dollar-for-dollar plus a 50% match on the next 2% (up to 4% total). This predictable formula increases retirement savings and makes total rewards easier for employees to value and plan around.
In-Network Care Discounts — In-network dental discounts include free preventive care, 20% off basic/restorative services, and 50% off major services. These predictable subsidies meaningfully raise total compensation value for employees and dependents who use company-supported care.

Positive Themes About TAG - The Aspen Group

Healthcare Strength: Healthcare coverage is described as comprehensive, including medical, dental, and vision options alongside disability insurance and FSAs/HSAs.
Retirement Support: Retirement benefits include a 401(k) with company matching, and this is positioned as a meaningful element of the overall rewards package.
Leave & Time Off Breadth: Time-off offerings are framed as generous, including paid holidays and PTO, with some roles described as having an unlimited vacation approach.

Considerations About TAG - The Aspen Group

Unfair & Opaque Compensation: Pay is characterized as uneven in perceived fairness and clarity, with concerns about transparency and occasional gaps between promised and delivered compensation.
Stagnant Pay & Limited Progression: Pay is sometimes portrayed as lagging market expectations in certain functions, alongside concerns about limited increases over time.
Weak & Unreliable Incentives: Variable pay and bonus outcomes are depicted as hard to predict in some roles, especially where incentives depend on performance metrics or location-level results.

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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.