Taboola Compensation & Benefits

Taboola’s perks and benefits are designed to support employees’ health, families, financial wellbeing and day-to-day experience, while adapting offerings to local laws and employee needs. The package combines globally consistent priorities—such as parental support, flexibility and wellbeing—with country-specific healthcare, retirement, leave and workplace benefits.

• Benefits tailored by location: Taboola structures benefits around regional markets rather than applying one identical package worldwide. Depending on location, employees may receive medical, dental and vision coverage, retirement or pension contributions, life and disability insurance, commuter support, meal allowances and locally competitive vacation and sick leave. Benefits are reviewed against market benchmarks and employee feedback to help keep programs relevant and competitive.
• Family support through different life stages: Primary caregivers receive 26 weeks of paid leave following birth or adoption, with bonus or commission support and continued equity vesting. Employees can then return for two months at 80% of their regular hours while receiving full pay. Secondary-caregiver leave grows with tenure, and some regions provide additional dependent-care, fertility, adoption or family-health support. A customer success director said, “The parental leave policy at Taboola is unmatched by anywhere else I’ve heard of.”
• Health and wellbeing resources: Offerings may include comprehensive health coverage, mental-health counseling, employee assistance programs, virtual medical support, fitness platforms and wellness activities. In the United States, SupportLinc provides employees and family members with confidential assistance and counseling sessions, while employees in other regions can access locally selected psychological, medical and fitness resources. Office-based wellbeing can also include gyms, meditation spaces, group exercise and wellness events.
• Practical perks for everyday work: Taboola offices may provide catered meals or lunch credits, stocked kitchens, gym and sports activities, social events, game or music rooms and commuter or parking support. Hybrid work combines three office days with two remote days, helping employees benefit from in-person connection while retaining focused time at home. In 2025, 87% of surveyed employees reported satisfaction with their benefits, and 70% said Taboola’s perks compared favorably with those offered elsewhere in the industry.
• External signals:
  • Benefits sentiment: Employees rate compensation and benefits 3.9 out of 5, with reviews frequently highlighting healthcare, leave, workplace meals and flexibility. (Glassdoor)
  • Competitive rewards: External reviewers describe Taboola’s benefits as strong and its compensation as aligned with the market. (Comparably)
  • Supportive employee experience: Reviews connect the company’s perks with a workplace that values work-life balance, caring managers and an enjoyable office environment. (Glassdoor; Comparably)

Bottom line: Taboola’s benefits combine health coverage, family leave, financial programs, flexibility and practical workplace perks, with regional tailoring intended to support employees wherever they work.

Yes, Taboola offers equity as part of its total compensation package, giving employees across levels an opportunity to participate in the company’s long-term value. Equity complements base salary and performance-based bonuses, making it a meaningful retention and ownership tool, although its ultimate financial value depends on grant size, vesting, company performance and market conditions.

• Broad employee participation: Taboola provides equity awards to employees at hire across job levels rather than reserving ownership exclusively for senior executives. Eligible employees may also receive refresh grants over time, helping equity remain part of the compensation relationship as responsibilities and tenure grow. This broad-based approach reinforces the idea that employees can share in the value they help create.
• Several forms of long-term incentives: Equity awards may include stock options, restricted stock units and performance stock units, depending on role, level and eligibility. Grants generally vest over four years, encouraging employees to build sustained careers while aligning a portion of compensation with Taboola’s longer-term performance. Performance-based awards can add another connection between company goals and employee rewards.
• Benchmarked within total compensation: Taboola uses market data from providers such as Mercer to evaluate equity by role and level alongside salary and bonus opportunities. The company considers the expected future value of awards within its broader compensation framework and provides employees with access to the financial platform E*TRADE for grant administration. This structure is intended to make ownership a planned component of total rewards rather than an isolated perk.
• Meaningful as long-term participation, not guaranteed income: Equity gives employees potential upside if Taboola performs well, but it is different from guaranteed cash compensation. Its realized value can change with the share price, vesting schedule, award type and applicable exercise or tax requirements. Employee feedback nevertheless indicates that stock is viewed as a solid part of the package, with one reviewer describing Taboola’s equity as “fair and solid.”
• External signals:
  • Equity as a valued reward: Employees identify company stock, annual bonuses and market-aligned salaries as positive elements of total compensation. (Comparably)
  • Competitive package: External reviews describe Taboola’s compensation as fair and broadly aligned with market expectations. (Glassdoor; Comparably)
  • Compensation sentiment: Employees give compensation and benefits a 3.9 out of 5 rating, indicating generally positive views of the overall rewards package. (Glassdoor)

Bottom line: Taboola’s equity program can be a meaningful part of total compensation because it extends ownership across levels, supports long-term retention and gives employees potential participation in future company value. Its exact financial significance varies by individual grant and market performance, so it is best understood as a long-term complement to salary and bonuses rather than guaranteed earnings.

In 2025, Taboola reported that 87% of employees said they were satisfied with their benefits; 70% of employees rated perks as better than industry average;

Leadership reinforces this by:

• Benchmarking plans and perks annually against market data.
• Reviewing employer contributions each year.
• Soliciting employee feedback on perks and benefits.
• Publishing a plain-English benefits guide & offering Q&A sessions during open enrollment.
• Auditing vendors to ensure quality and accessibility. 

Additional signals include high benefits or perks-satisfaction scores in employee surveys, strong 401(k) participation rates, wellness program participation, Built In coverage highlighting benefits and perks, and positive Glassdoor reviews often referencing Taboola's benefits and perks.