Verily
Verily Compensation & Benefits
This page summarizes recurring themes identified from responses generated by popular LLMs to common candidate questions about Verily and has not been reviewed or approved by Verily.
How are the compensation & benefits at Verily?
Strengths in retirement support, parental and family leave, and healthcare breadth are accompanied by challenges related to cash competitiveness, equity value, and potential healthcare cost burdens. Together, these dynamics suggest a mixed overall experience in compensation and benefits, where robust core offerings coexist with pressure points that weigh on perceived total rewards.
Key Insight for Candidates
Defining tradeoff: Competitive pay with standout core benefits (notably a rich 401(k) match and extended parental leave) offset by scaled‑back Google‑era perks and inconsistent equity value. This gap between on‑paper totals and felt value/stability consistently drives mixed pay satisfaction and is crucial to weigh if you prioritize predictability.Evidence in Action
- 50% 401(k) Match — 401(k) match of 50% up to the IRS limit is a documented benefits policy. This materially boosts long-term savings and raises perceived total compensation without relying solely on cash pay.
- Six-Month Parental Leave — Up to six months of parental leave is a recurring employee-reported benefit. This reduces financial and caregiving stress during family changes, strengthening retention and overall work-life satisfaction.
Positive Themes About Verily
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Retirement Support: Feedback suggests the 401(k) program and employer match are notably competitive and valued. This support is seen as a standout element within the total rewards package.
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Parental & Family Support: Parental leave is characterized as generous versus common industry practice. This breadth of family support stands out within the overall benefits offering.
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Healthcare Strength: Health coverage is described as comprehensive across medical, dental, and vision, with HSA support referenced. These features contribute to a perception of robust healthcare benefits.
Considerations About Verily
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Unfair & Opaque Compensation: Pay is considered average-to-below market in parts of the organization, and feedback suggests satisfaction with compensation has softened. Expectations around cash competitiveness are not consistently met.
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Low or Inaccessible Equity: Equity value is perceived as diminished, with concerns about missed grants and devaluation affecting total compensation. This undermines confidence in long-term rewards.
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High Benefits Costs: Healthcare plan design can lead to higher out-of-pocket costs for some families despite HSA support. These costs temper the perceived value of the benefits.
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