Verisk
Verisk Compensation & Benefits
This page summarizes recurring themes identified from responses generated by popular LLMs to common candidate questions about Verisk and has not been reviewed or approved by Verisk.
How are the compensation & benefits at Verisk?
Strengths in retirement support, healthcare, and time off are accompanied by challenges in base pay levels, pay growth, and benefit consistency across business units and locations. Together, these dynamics suggest a benefits-forward package that can feel competitive on coverage while cash compensation often sits at a more average level, with experiences varying by role and geography.
Key Insight for Candidates
Defining tradeoff: Verisk leans on a notably rich benefits/retirement package—especially a 100% 401(k) match up to 6%, ESPP, and generous PTO/flex—to offset only middle‑of‑the‑pack base pay. This means total rewards can feel competitive if you value benefits and work‑life balance, but cash‑first candidates may feel underpaid.Evidence in Action
- 100% 401(k) Match — 401(k) with a 100% company match on the first 6% of eligible pay, in place since 2019. This materially boosts total compensation and incentivizes consistent retirement savings from day one.
- Companywide Well-Being Days — Companywide well-being/mental health days are scheduled and highlighted in the 2025 report. These dedicated days normalize rest and reduce burnout, reinforcing work-life balance beyond standard PTO.
Positive Themes About Verisk
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Retirement Support: A strong company 401(k) match is specified, with additional references to profit‑sharing. Together these create a solid foundation for long‑term savings.
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Healthcare Strength: Medical, dental, vision, HSA/FSA, and life and disability coverage are described positively. Mental‑health support and broader well‑being programs are also highlighted.
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Leave & Time Off Breadth: Generous PTO and paid holidays are noted alongside flexible/remote work options and volunteer time. Companywide well‑being days further expand time‑off options.
Considerations About Verisk
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Poor or Misaligned Recognition & Rewards: Pay is often characterized as average to slightly below market, making the cash component feel middling. The overall package can feel more competitive because of benefits rather than base salary.
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Stagnant Pay & Limited Progression: Raises and bonuses are described as modest or limited, constraining pay growth over time. This contributes to perceptions of muted progression.
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Exclusive or Unequal Benefits Coverage: Specific offerings vary by business unit and location, with differences in match structures and investment options. A frozen defined‑benefit pension applies only to certain employees, so not everyone receives pension accruals.
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