ITW
ITW Compensation & Benefits in Glenview
This page summarizes recurring themes identified from responses generated by popular LLMs to common candidate questions about ITW and has not been reviewed or approved by ITW.
How are the compensation & benefits at ITW?
Strengths in retirement design, healthcare coverage, and family supports are accompanied by concerns about pay growth and incentive reliability in some groups. Together, these dynamics suggest the Glenview office benefits from a strong total-rewards foundation, while cash progression and bonuses may feel less competitive for certain roles.
Key Insight for Candidates
Defining pattern: ITW layers an automatic retirement contribution on top of its 401(k) match and uniquely offers a 3:1 charitable-gift match. For Glenview candidates, this combination reliably elevates total rewards beyond base pay, making the benefits package stand out versus typical industrial employers.Evidence in Action
- Retirement Match and Contribution — 401(k) with company match plus the automatic 'ITW Retirement Contribution' (3%–6% of pay, generally doubled above the Social Security wage base) includes immediate vesting on the match. In Glenview, employees build retirement wealth faster and should contribute at least 6% to capture the full match.
- Living Well Premium Incentives — Living Well at ITW discounts medical payroll rates and seeds the HealthSaver HSA ($500 individual/$1,000 family), with PPO1 and PPO2 also offered. Glenview employees who complete activities pay lower premiums and can use HSA seed dollars to offset costs.
Positive Themes About ITW
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Retirement Support: For colleagues in Glenview, the retirement program is highlighted by a 401(k) with company matching alongside an automatic company retirement contribution, strengthening long-term savings. Feedback suggests this structure is a notable differentiator within the U.S. offering.
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Parental & Family Support: Colleagues in Glenview have access to paid parental leave as well as fertility coverage and adoption assistance. Company materials consistently position these as core parts of the U.S. package.
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Healthcare Strength: Healthcare coverage in Glenview includes multiple medical plan options with dental, vision, and HSA/FSA accounts, plus wellness resources and EAP support. Materials indicate wellness incentives can help reduce employee costs under certain medical options.
Considerations About ITW
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Stagnant Pay & Limited Progression: For Glenview-based colleagues, pay growth is sometimes viewed as modest, with recurring mentions of small annual increases. This can temper overall satisfaction even when core benefits are well regarded.
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Weak & Unreliable Incentives: For some Glenview teams, variable pay and bonuses are seen as limited or uneven, leaving parts of the organization feeling under-rewarded. Experiences are noted to vary by division and role.
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