Addepar
Addepar Compensation & Benefits in New York
This page summarizes recurring themes identified from responses generated by popular LLMs to common candidate questions about Addepar and has not been reviewed or approved by Addepar.
How are the compensation & benefits at Addepar?
Strengths in New York center on wellbeing perks and family supports highlighted on NYC-focused benefits listings, alongside a majority perception of fair pay locally. Together, these dynamics suggest the New York office offers a solid total‑rewards experience, with no clear location‑specific drawbacks surfaced in the provided data.
Key Insight for Candidates
Defining tradeoff: strong health coverage, wellness perks, flexible time off, hybrid work, and equity, but no employer 401(k) match is repeatedly reported. For New York candidates, expect strong near-term benefits and flexibility while planning independently for retirement savings.Evidence in Action
- Fidelity 401(k) Auto‑Enroll — Fidelity 401(k) auto-enrollment at 5% is standard, and recurring employee feedback notes no employer match. New York employees rely on self-funded retirement savings and may weigh equity or cash more heavily in total comp decisions.
- Flexible Time Off Norms — Flexible Time Off is the stated policy, and internal sentiment notes usage depends on team norms and manager support. In New York, employees' PTO access hinges on manager alignment, shaping work–life balance differently across teams.
Positive Themes About Addepar
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Wellbeing & Lifestyle Benefits: New York-facing benefits materials highlight a monthly wellness allowance (“Wellness Wallet”), virtual fitness options, home‑office reimbursement, and 24/7 mental‑health support (e.g., Ginger). These offerings are positioned as meaningful quality‑of‑life perks for the New York team.
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Parental & Family Support: The New York benefits listings include family leave alongside other family‑friendly supports. This signals practical resources for parents and caregivers in the New York office.
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Fair & Transparent Compensation: In the New York office, a majority indicate they feel fairly paid relative to peers. This points to a generally positive local view of compensation fairness.
Considerations About Addepar
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Inadequate Retirement Support: New York‑facing materials reference a 401(k) but do not indicate an employer match, and multiple current sources describe a lack of matching for U.S. employees. This can be a notable tradeoff for those prioritizing retirement benefits in the New York market.
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