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: standout benefits versus middling base pay. A 100% 401(k) match up to 6%, ESPP discounts, generous PTO/parental leave, and flexible/remote options often make total rewards feel competitive even when salary isn't. This matters if you value long-term wealth and work-life balance more than headline base.Evidence in Action
- 100% 401(k) Match — The 401(k) program provides a 100% company match up to 6% of eligible pay. This predictable, dollar-for-dollar match materially boosts retirement savings and strengthens total compensation, especially for employees prioritizing long-term financial security.
- Legacy Pension Freeze — A frozen defined-benefit pension applies only to certain employees; newer hires typically receive no pension accruals. This legacy structure creates cohort differences in retirement outcomes and pushes most employees to maximize 401(k)/ESPP participation to build long-term wealth.
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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