OneMagnify
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OneMagnify Compensation & Benefits
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 OneMagnify?
Strengths in flexibility, parental leave, and breadth of perks are accompanied by concerns about pay competitiveness and the perceived cost/value of health coverage. Together, these dynamics suggest total rewards may feel solid on paper but land as role- and location-dependent in practice, with particular sensitivity to healthcare out-of-pocket costs and achievable variable pay.
Positive Themes About OneMagnify
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Parental & Family Support: Parental support is positioned as a defined benefit with six weeks of 100% paid parental leave plus employer-paid short-term disability. Parental leave sentiment is characterized as middling, but the policy itself is clearly specified as part of the package.
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Wellbeing & Lifestyle Benefits: Work flexibility is framed as a meaningful part of the total rewards experience through hybrid/remote options and flexible time off with paid sick leave. Added lifestyle-oriented perks such as volunteer PTO, pet insurance, legal assistance, ERGs, recognition programs, and partner discounts broaden the offering beyond core insurance.
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Flexible Benefits: A broad slate of optional add-ons and programs is described, including tuition reimbursement up to $5,250/year and other elective-style perks. This variety can help different employee needs be met even when base pay competitiveness is seen as only average.
Considerations About OneMagnify
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Stagnant Pay & Limited Progression: Compensation is characterized as not being a standout and is frequently framed as less competitive, with limited advancement cited as a factor that can dampen pay perceptions. Reported satisfaction is described as neutral-to-cool in the U.S., with variability by role and location.
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High Benefits Costs: Healthcare value is portrayed as uneven, with multiple comments pointing to high premiums and high deductibles for some plan participants. This cost/value tension appears to be a recurring drawback despite the presence of standard medical, dental, and vision coverage.
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Weak & Unreliable Incentives: Variable pay outcomes in sales appear uneven, with high OTE potential contrasted against low quota attainment indicators that can make earnings harder to realize. This dynamic can reduce confidence in performance-based compensation delivering as expected.
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