Intercontinental Exchange
Intercontinental Exchange Compensation & Benefits in New York
This page summarizes recurring themes identified from responses generated by popular LLMs to common candidate questions about Intercontinental Exchange and has not been reviewed or approved by Intercontinental Exchange.
How are the compensation & benefits at Intercontinental Exchange?
Strengths in equity participation, core health coverage, and retirement programs are accompanied by concerns that compensation for some New York technical roles may trail market rates. Together, these dynamics suggest the New York office provides a solid foundational rewards package, while perceived cash competitiveness can vary by role and level.
Key Insight for Candidates
A recurring New York theme is that base pay can feel below market even as benefits like a competitive 401(k) match and ESPP are strengths. This matters because total rewards may lean more on benefits/equity than salary, so NYC candidates should benchmark pay carefully.Evidence in Action
- Competitive 401(k) Match — ICE’s 401(k) plan matches 100% of the first 6% of eligible pay you contribute. This materially increases retirement savings for New York employees and reinforces employer-backed wealth building within total compensation.
- Broad ESPP Access — Employee Stock Purchase Plan (ESPP) available in nearly all locations. This enables New York employees to participate in company ownership beyond salary and bonus, supporting longer-term alignment and potentially enhancing total rewards.
Positive Themes About Intercontinental Exchange
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Equity Value & Accessibility: Employees in New York can participate in an employee stock purchase plan, which ICE materials describe as broadly available across locations and supported by ongoing equity program disclosures. Feedback suggests this ownership option contributes meaningfully to total rewards for those who value equity participation.
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Healthcare Strength: Health coverage in New York is presented as comprehensive—medical, dental, and vision—with employee sentiment around core health benefits tending positive in U.S. locations. Feedback suggests these foundational benefits are a relative strong point compared with other experience areas.
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Retirement Support: New York employees are covered by a mature 401(k) program with an employer match referenced in ICE filings and careers materials. Feedback suggests retirement offerings are seen as a solid component of total compensation.
Considerations About Intercontinental Exchange
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Unfair & Opaque Compensation: Pay in the New York office is sometimes described as below market, particularly for certain technical positions. Feedback suggests satisfaction varies locally by team and level when benchmarking against peers.
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