Index Exchange
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Index Exchange 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 Index Exchange?
Strengths in healthcare affordability, parental leave, and broad time‑off coexist with concerns about market positioning of pay, the pace of increases, and the depth of equity. Together, these dynamics suggest a benefits‑forward total rewards proposition that fits many priorities while leaving some roles seeking higher cash or more meaningful ownership.
Positive Themes About Index Exchange
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Affordable Benefits: Medical, dental, and vision coverage is described as fully paid for employees and often for dependents in the U.S., reducing out-of-pocket costs. While specifics vary by region, public materials consistently emphasize low-premium coverage.
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Parental & Family Support: Parental leave is positioned as generous and inclusive, with birthing parents able to take extended fully paid leave and structured return‑to‑work support. Coverage also extends to non‑birthing and adoptive parents, with fertility benefits highlighted.
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Leave & Time Off Breadth: Time off combines substantial PTO with additional health days and personal obligation days, expanding rest and recovery options. Volunteer time off and the ability to work from another location for part of the year further broaden flexibility around time away.
Considerations About Index Exchange
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Unfair & Opaque Compensation: Pay is often characterized as market‑average rather than leading, and some U.S. role estimates appear below broader medians, creating under‑market perceptions in certain cohorts. Views on fairness are mixed, with experiences differing by team and geography.
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Stagnant Pay & Limited Progression: Accounts describe modest raises over time, with added responsibilities not consistently matched by strong increases. Perceived variability across groups and managers shapes expectations for advancement and pay growth.
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Low or Inaccessible Equity: Compensation packages are frequently reported with limited stock components, reducing perceived upside relative to tech sector norms. Equity value is seen as modest, which can dampen total compensation for candidates prioritizing ownership.
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