Lazard
Lazard Compensation & Benefits in New York
This page summarizes recurring themes identified from responses generated by popular LLMs to common candidate questions about Lazard and has not been reviewed or approved by Lazard.
How are the compensation & benefits at Lazard?
Strengths in competitive compensation for New York employees are accompanied by more mixed satisfaction within the New York asset management group. Together, these dynamics suggest the New York office generally views pay and benefits favorably, while experiences can diverge by business line.
Key Insight for Candidates
Defining pattern in New York: standout, family‑forward benefits paired with strong compensation. Fully paid extended parental leave, fertility and egg‑freezing support, adoption/surrogacy reimbursements, and wellness perks make Lazard’s New York package unusually comprehensive for finance, a primary draw for candidates prioritizing support beyond salary.Evidence in Action
- Generous Parental Leave — Fully paid parental leave up to 20 weeks and adoption and surrogacy reimbursement up to $60,000 lifetime maximum are provided. This enables New York employees to take extended bonding time and offset significant family-building costs with predictable employer support.
- Comprehensive Health Coverage — Multiple medical plan options with low deductibles, HSA funding, IVF and Lasik coverage, Wellhub and Headspace access, and a wellness reimbursement up to $750 per year are offered. New York staff gain broad care choices and mental-wellness tools that lower out-of-pocket costs and support sustained performance.
Positive Themes About Lazard
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Fair & Transparent Compensation: Pay in the New York office is considered competitive, with local feedback suggesting compensation and benefits are viewed strongly. New York is noted as a concentration of high‑paying roles at the firm, supporting favorable perceptions of total rewards.
Considerations About Lazard
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Poor or Misaligned Recognition & Rewards: Compensation satisfaction in New York’s asset management team appears more mixed, with local ratings lower than the broader firm. This suggests rewards may feel less competitive in that group compared with other parts of the company.
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