AT&T
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AT&T 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 AT&T?
Strengths in union-driven wage growth, broad healthcare coverage, and reinforced retirement features are accompanied by concerns about pay fairness, incentive volatility in sales roles, and the affordability of healthcare. Together, these dynamics suggest a competitive overall rewards package whose perceived value varies materially by role, region, and contract specifics.
Positive Themes About AT&T
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Pay Growth & Progression: Recent multi‑year union agreements deliver sizable, front‑loaded wage increases, ratification bonuses, and step structure improvements for many covered roles. Terms differ by region and title, but the overall trajectory has been upward since late 2024.
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Healthcare Strength: Comprehensive medical, dental, and vision options include mental‑health support, an Employee Assistance Program, and uncommon extras like doula services and wig coverage. Preventive care is broadly covered and the offering is positioned as robust for a large U.S. employer.
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Retirement Support: A 401(k) with company contributions is paired in many cases with pension features and scheduled enhancements in recent agreements. Lump‑sum options and improved retirement provisions for covered employees reinforce long‑term value.
Considerations About AT&T
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Unfair & Opaque Compensation: Perceptions of compensation value vary widely by job family and location, with some customer‑facing roles viewing pay as only average and internal progression uneven. Characterizations of compensation as “middle of the pack,” slow merit movement, and uneven distribution of increases contribute to skepticism about fairness.
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Weak & Unreliable Incentives: Retail and other sales roles face commission volatility and heavy quota pressure that can limit earnings consistency. Changes to incentive structures and tight performance monitoring dampen how rewarding compensation feels in these roles.
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High Benefits Costs: Healthcare cost‑sharing has been a recurring bargaining friction, and net out‑of‑pocket exposure can be significant depending on plan and region. These dynamics reduce perceived affordability even when coverage breadth is strong.
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