Adthena
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Adthena Compensation & Benefits
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 Adthena?
Strengths in leave, parental support, and baseline healthcare/wellbeing are accompanied by potential U.S.-specific gaps in health cost coverage, retirement matching clarity, and incentive reliability. Together, these dynamics suggest an attractive flexibility- and family-focused package that benefits from careful verification of healthcare costs, retirement provisions, and variable pay mechanics by role and location.
Positive Themes About Adthena
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Leave & Time Off Breadth: Feedback suggests uncapped, trust-based annual leave and a dedicated birthday day off, with flexibility to work remotely and from any location for a limited period each year. These policies indicate a strong emphasis on work-life balance.
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Parental & Family Support: Information highlights a family care package with up to six months fully paid maternity leave and two months paternity leave. These provisions signal robust support for new parents.
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Healthcare Strength: Company materials indicate private medical coverage (fully covered in the UK and subsidized in the US) and 24/7 mental-health support via an Employee Assistance Program. This points to a solid baseline of health and wellbeing benefits.
Considerations About Adthena
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Weak Healthcare Coverage: In the U.S., health coverage is described as subsidized rather than fully covered. Feedback suggests this may lead to higher out-of-pocket costs than the UK arrangement.
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Inadequate Retirement Support: U.S. benefit descriptions reference 401(k) eligibility without clear employer matching details. Feedback suggests the absence or minimal level of a match may reduce perceived total rewards.
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Weak & Unreliable Incentives: Variable compensation depends heavily on quota attainment and territory conditions. Feedback suggests earnings can fall short of on-target levels when targets are missed, making incentives feel less reliable for some.
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