Companies SeatGeek

SeatGeek

New York, New York, USA

900 Total Employees

Year Founded: 2009

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SeatGeek Compensation & Benefits

Updated on October 17, 2025

This page was generated by Built In using publicly available information and AI-based analysis of common questions about the company. It has not been reviewed or approved by the company.

How are the compensation & benefits at SeatGeek?

Strengths in healthcare coverage, family support, and lifestyle-oriented perks are accompanied by challenges in cash progression, incentive consistency, and the near-term usability of equity. Together, these dynamics suggest a total rewards package that is benefits-rich and flexible, while perceptions of competitiveness hinge on role-specific cash growth and incentive design.

Positive Themes About SeatGeek

Healthcare Strength: Medical, dental, vision, and mental-health resources are presented as comprehensive and high-quality, with access to services like One Medical and Headspace. Coverage also extends to specialized needs such as transgender healthcare and abortion travel support.
Parental & Family Support: Paid parental leave spans a substantial period and is complemented by adoption assistance and family medical leave. Some roles also reference fertility and family-building benefits that broaden support for diverse family paths.
Wellbeing & Lifestyle Benefits: A distinctive monthly live‑event ticket stipend, wellness subscriptions, and fitness stipends are highlighted alongside commuter benefits and free meals for office-based staff. Remote flexibility with a home office stipend further enhances day-to-day quality of life.

Considerations About SeatGeek

Stagnant Pay & Limited Progression: Feedback suggests base pay growth can lag in some teams, with mentions of stagnation over time. Advancement opportunities are described as limited in certain roles, tempering long‑term earnings potential.
Weak & Unreliable Incentives: A broad, company‑wide bonus program is not consistently in place, and bonus structures are characterized as limited or unclear. This makes incentive pay feel less reliable compared to peers with standardized cash bonuses.
Low or Inaccessible Equity: Equity is commonly offered as private‑company options whose liquidity depends on a future event, which some discount in perceived value. This can make the equity component feel less tangible as near‑term compensation.

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The insights on this page are generated by submitting structured prompts to some of the most popular large language models (“LLMs”) and summarizing recurring themes from the responses. Because the insights are generated using AI, they may contain errors. The insights do not necessarily reflect internal data, employee interviews, or verified company information. They may be influenced by incomplete, outdated, or inaccurate data, and may vary across LLM providers. These insights are intended for informational purposes only and should not be interpreted as a factual or definitive assessment of a company's reputation. Built In makes no representations or warranties regarding the accuracy, completeness, or reliability of this information, and disclaims any liability for any actions taken based on this information. If you are a representative of this company, and would like this page to be removed, you may contact us via this form.

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