Companies DAT Freight & Analytics

DAT Freight & Analytics

Beaverton, Oregon, USA

Total Offices: 3

700 Total Employees

Year Founded: 1978

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DAT Freight & Analytics Compensation & Benefits

Updated on October 21, 2025

This page was generated by Built In using publicly available information and AI-based analysis of common questions about the company. It has not been reviewed or approved by the company.

How are the compensation & benefits at DAT Freight & Analytics?

Strengths in healthcare breadth, time off provisions, and lifestyle perks are accompanied by challenges in compensation levels, incentive reliability, and the affordability of certain benefits. Together, these dynamics suggest a comprehensive benefits suite whose impact is tempered by pay and incentive concerns that may limit overall perceived value.

Positive Themes About DAT Freight & Analytics

Healthcare Strength: Coverage includes comprehensive medical, dental, and vision along with life and disability insurance, mental health benefits, and FSA/HSA options. The breadth of coverage is repeatedly highlighted as a core element of the package.
Leave & Time Off Breadth: Time‑off provisions include generous PTO starting around 20 days, paid holidays, and paid parental leave. Flexible schedules and remote/hybrid programs support work‑life balance alongside formal leave.
Wellbeing & Lifestyle Benefits: Lifestyle perks include commuter benefits, free meals/food trucks, onsite gyms, social events, home‑office stipends, and a relaxed atmosphere. These day‑to‑day benefits are positioned to enhance convenience and work‑life balance.

Considerations About DAT Freight & Analytics

Unfair & Opaque Compensation: Pay is considered below industry standards in several functions, and overall compensation is often characterized as only average. Compensation is repeatedly cited as a relative weak point despite a broad benefits menu.
Weak & Unreliable Incentives: Sales compensation shows attractive OTE targets on paper, yet quota attainment is described as modest and incentive structures as frustrating. Realized earnings can fall short of posted OTEs when targets are not consistently met.
High Benefits Costs: Healthcare premiums and copays are described as higher than expected in places. These costs diminish the perceived value of the benefits even when coverage breadth is strong.

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The insights on this page are generated by submitting structured prompts to some of the most popular large language models (“LLMs”) and summarizing recurring themes from the responses. Because the insights are generated using AI, they may contain errors. The insights do not necessarily reflect internal data, employee interviews, or verified company information. They may be influenced by incomplete, outdated, or inaccurate data, and may vary across LLM providers. These insights are intended for informational purposes only and should not be interpreted as a factual or definitive assessment of a company's reputation. Built In makes no representations or warranties regarding the accuracy, completeness, or reliability of this information, and disclaims any liability for any actions taken based on this information. If you are a representative of this company, and would like this page to be removed, you may contact us via this form.

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