Stats Perform
Stats Perform Compensation & Benefits in Chicago
This page summarizes recurring themes identified from responses generated by popular LLMs to common candidate questions about Stats Perform and has not been reviewed or approved by Stats Perform.
How are the compensation & benefits at Stats Perform?
Strengths in healthcare coverage and flexible, breadth-rich time off are accompanied by persistent concerns about pay levels and raise velocity. Together, these dynamics suggest the Chicago office offers dependable core benefits and flexibility while compensation perceptions skew average versus market.
Key Insight for Candidates
Defining pattern: culture-first time off (Responsible/unlimited PTO plus Mental Health Days and paid volunteer time) paired with mid‑pack compensation. For Chicago candidates, essentials are covered with flexibility—confirm PTO norms, health plan costs, and the 401(k) match in your specific offer to gauge real value.Evidence in Action
- Responsible Time Off — Responsible Time Off and ~10 paid holidays are documented for U.S. roles. In Chicago, real PTO usage depends on team approval norms, so employees coordinate early to take time without ambiguity.
- 401(k) Match Structure — A 401(k) with a 50% match up to 6% of eligible pay is stated in postings. In Chicago, this predictable employer contribution shapes total compensation and retirement planning, letting employees optimize deferrals to capture the full match.
Positive Themes About Stats Perform
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Leave & Time Off Breadth: Feedback suggests U.S.-based roles offer responsible/unlimited PTO and paid holidays, with extras like company-designated mental health days and paid volunteering time. Hybrid/remote flexibility in postings supports the ability to take time when needed.
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Healthcare Strength: U.S. materials list medical, dental, and vision plus company‑paid life/AD&D and disability, alongside an Employee Assistance Program. Optional add‑ons such as critical illness and accident coverage broaden protection.
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Retirement Support: A 401(k) plan with a company match is explicitly promoted in U.S. postings. This provides structured support for long‑term savings.
Considerations About Stats Perform
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Unfair & Opaque Compensation: Compensation is often viewed as below market relative to peers, contributing to only middling satisfaction with the overall package. Comments about feeling underpaid and average benefits recur across U.S. sources.
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Stagnant Pay & Limited Progression: Reports describe modest annual increases and periods of pay stagnation, limiting perceived progression over time. Such raise patterns reinforce concerns that cash compensation lags expectations.
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