Skidmore, Owings & Merrill (SOM)
Skidmore, Owings & Merrill (SOM) Compensation & Benefits in New York
This page summarizes recurring themes identified from responses generated by popular LLMs to common candidate questions about Skidmore, Owings & Merrill (SOM) and has not been reviewed or approved by Skidmore, Owings & Merrill (SOM).
How are the compensation & benefits at Skidmore, Owings & Merrill (SOM)?
Strengths in competitive pay experiences for some New York roles and indications of solid health coverage are accompanied by concerns about local salary alignment, retirement support, and raise progression. Together, these dynamics suggest the New York office offers selective compensation advantages but faces pressure to better match market costs and long-term financial benefits.
Key Insight for Candidates
In New York, the defining pattern is solid benefits but pay progression that often lags the city’s cost of living, making raises feel insufficient. This matters because even with strong healthcare, family supports, and brand value, overall take‑home value can feel merely average once NYC expenses are considered.Evidence in Action
- 401(k) Match And Pre‑Tax Accounts — 401(k) with employer match plus pre‑tax spending accounts are offered. This bolsters tax‑advantaged saving and retirement readiness for New York employees.
- Paid Leave And EAP — Paid family leave, backup child and elder care, and an Employee Assistance Program (EAP) are provided. These supports help New York employees manage caregiving and personal needs during demanding projects.
Positive Themes About Skidmore, Owings & Merrill (SOM)
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Fair & Transparent Compensation: Pay in the New York office is considered competitive by some, with a Lower Manhattan coordinator highlighting strong wages and overall compensation. Public New York job postings that include salary ranges also help set clearer expectations around pay.
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Healthcare Strength: NYC-focused sources describe SOM’s health insurance favorably, suggesting a solid medical, dental, and vision offering for New York employees. Feedback suggests coverage quality is viewed positively in the New York market.
Considerations About Skidmore, Owings & Merrill (SOM)
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Unfair & Opaque Compensation: An office services employee in New York describes pay as below standard for the role, indicating gaps versus local market expectations. This signals frustration with how base pay stacks up in New York.
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Inadequate Retirement Support: New York commentary references no 401(k) match, pointing to a weak retirement offering for local staff. Such gaps reduce the overall value of the compensation package.
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Stagnant Pay & Limited Progression: Cost-of-living pressures in New York are cited as making modest annual increases feel insufficient. This dynamic dampens long-term satisfaction with compensation growth.
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