ActiveCampaign
ActiveCampaign Compensation & Benefits in Chicago
This page summarizes recurring themes identified from responses generated by popular LLMs to common candidate questions about ActiveCampaign and has not been reviewed or approved by ActiveCampaign.
How are the compensation & benefits at ActiveCampaign?
Strengths in healthcare, time‑off breadth, and retirement support are accompanied by concerns about parental leave generosity and the pace of pay growth. Together, these dynamics suggest the Chicago office enjoys a competitive core benefits package while some family‑leave specifics and raise velocity warrant closer scrutiny.
Key Insight for Candidates
Defining pattern: In Chicago, a standout combo of open PTO plus a paid sabbatical after five years—alongside strong health coverage and hybrid/remote support—is widely praised; however, actual PTO usage can depend on team norms, so clarify expectations with your prospective manager.Positive Themes About ActiveCampaign
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Healthcare Strength: Benefits information linked to the Chicago market highlights comprehensive medical coverage alongside mental‑health resources like Calm and an EAP, with local listings characterizing the health plan as best‑in‑class. This positions core health insurance as a standout strength for employees based in Chicago.
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Leave & Time Off Breadth: Company materials emphasize flexible/open PTO, paid volunteer time, time off to vote, and a paid sabbatical after five years that Chicago employees can access. This breadth of time‑off options pairs with hybrid/remote flexibility to support time away when needed.
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Retirement Support: Chicago‑aligned benefits note a 401(k) program with company match and broader retirement plans to support long‑term financial wellbeing. These offerings complement base pay by reinforcing longer‑horizon savings.
Considerations About ActiveCampaign
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Insufficient Parental & Family Support: U.S. benefits commentary indicates parental leave durations that appear modest, including shorter leave for non‑birthing parents. For Chicago‑based employees, this suggests family leave may be less generous than other parts of the package.
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Stagnant Pay & Limited Progression: Recent narratives point to annual raises not keeping up with cost of living and limited salary mobility after hire in some functions. This dynamic can temper compensation satisfaction even when initial offers are competitive.
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