Teledyne FLIR
Teledyne FLIR Compensation & Benefits
This page summarizes recurring themes identified from responses generated by popular LLMs to common candidate questions about Teledyne FLIR and has not been reviewed or approved by Teledyne FLIR.
How are the compensation & benefits at Teledyne FLIR?
Strengths in core health coverage, retirement programs, and paid time off are accompanied by challenges in base pay growth, compensation fairness, and the affordability of healthcare. Together, these dynamics suggest a comprehensive but average total-rewards package whose utility depends heavily on role, location, and expectations for market-competitive pay and progression.
Key Insight for Candidates
Defining tradeoff: After Teledyne’s acquisition, FLIR’s benefits normalized to standard big‑company plans while base pay often lags local competitors and raises are modest. With lean staffing and end‑of‑quarter surges, “average” pay can feel inadequate. Candidates should weigh steady, conventional benefits against slower compensation growth and workload intensity.Evidence in Action
- Two-Percent Raise Pattern — 2% annual raises and fast pay ceilings are a recurring compensation practice. This limits progression versus market and inflation, dampens motivation, and increases the likelihood of employees leaving for better‑compensated roles.
- Post-Acquisition Benefits Standardization — Post‑acquisition benefits standardization under the Teledyne acquisition includes a 401(k) match of 50% of the first 8% deferred. Employees see a complete but average package, so perceived value hinges more on base pay, bonus eligibility, and local market alignment.
Positive Themes About Teledyne FLIR
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Leave & Time Off Breadth: Time off includes progressive vacation that increases with tenure, sick leave, and paid holidays. Immediate eligibility and flexible scheduling at some sites support practical use of leave.
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Healthcare Strength: Health coverage spans medical, dental, vision, and life insurance, alongside short- and long-term disability. Wellbeing resources such as on-site fitness options and no-cost counseling are available in the U.S.
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Retirement Support: A 401(k) with company match is offered, complemented by tax-advantaged accounts and, in some divisions, an ESPP. Match terms were enhanced recently at the corporate level.
Considerations About Teledyne FLIR
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Stagnant Pay & Limited Progression: Pay growth appears minimal, with ceilings reached quickly and annual increases not keeping pace with costs and workloads. These dynamics contribute to attrition toward better-paying employers.
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Unfair & Opaque Compensation: Compensation concerns include compression where long-tenured staff earn similarly to new hires and calls for equal pay among similar roles. Larger leadership bonuses relative to broader teams add to perceived inequity.
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High Benefits Costs: Healthcare costs are rising while coverage value declines. These trends make benefits feel less affordable over time.
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