Goldman Sachs
Goldman Sachs Compensation & Benefits in New York
This page summarizes recurring themes identified from responses generated by popular LLMs to common candidate questions about Goldman Sachs and has not been reviewed or approved by Goldman Sachs.
How are the compensation & benefits at Goldman Sachs?
Strengths in healthcare, retirement matching, and family support are accompanied by concerns about fairness, progression, and incentive consistency in compensation for U.S.-based roles that include New York. Together, these dynamics suggest the New York office benefits from robust core benefits while navigating variability in how pay is allocated and rewarded.
Positive Themes About Goldman Sachs
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Healthcare Strength: For employees in the New York office who are eligible under U.S. programs, healthcare includes multiple medical plan options with firm‑subsidized premiums, plus dental, prescription, disability, and life coverage. Wellness resources such as counseling, medical advocacy, and fitness reimbursements are also part of the offering.
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Retirement Support: New York employees covered by the U.S. program can participate in a 401(k) with employer dollar‑for‑dollar matching up to a stated limit. This match is positioned as a core element of the firm’s benefits.
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Parental & Family Support: In New York, eligible employees have access to paid parental leave and family‑building support such as adoption and surrogacy assistance, with childcare or backup care available in some locations. Resources that ease transitions into and out of leave are also described.
Considerations About Goldman Sachs
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Unfair & Opaque Compensation: In the U.S., including New York, compensation practices can vary by team, division, manager, and negotiation, creating perceptions of uneven fairness. Headline pay is also contrasted with demanding hours in some roles.
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Stagnant Pay & Limited Progression: Modest raises after promotion and pay compression between new hires and experienced staff are noted within the U.S. pay structure, which can extend to New York teams. These dynamics reduce the sense of progression for some roles.
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Weak & Unreliable Incentives: Bonus outcomes are characterized as inconsistent across groups in the U.S., affecting pay predictability for New York employees as well. This variability can make incentives feel less reliable.
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