PayPal
PayPal 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 PayPal?
Strengths in healthcare coverage, retirement programs, and accessible equity are accompanied by rising salary-based medical contributions, equity-driven variability in incentive value, and uneven perceptions of pay fairness across teams and locations. Together, these dynamics suggest a broadly competitive total rewards package whose on-the-ground experience varies by role, geography, plan choices, and exposure to equity outcomes.
Positive Themes About PayPal
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Healthcare Strength: Feedback suggests multiple medical plan options, employer-funded HSA/HRA support, care navigation, and embedded mental health resources including counseling and virtual care. These elements indicate broad coverage with targeted cost offsets for certain salary tiers.
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Retirement Support: Feedback suggests a 401(k) with an immediate-vesting company match and annual true-up, alongside an Employee Stock Purchase Plan at a discount. Together these programs strengthen long-term savings and ownership opportunities.
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Equity Value & Accessibility: Feedback suggests RSUs are a meaningful part of pay and an ESPP at a discount is broadly available. These mechanisms make ownership accessible and can materially augment total compensation.
Considerations About PayPal
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High Benefits Costs: Feedback suggests the shift to salary-based medical contributions in 2025 will raise paycheck deductions for many, even with phased transition relief. This change can increase out-of-pocket costs depending on salary band and plan selection.
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Weak & Unreliable Incentives: Feedback suggests total compensation can swing with equity performance and with changes in stock-based compensation outlays. This volatility can reduce the perceived reliability of incentive value over time.
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Unfair & Opaque Compensation: Feedback suggests perceptions of pay fairness and market competitiveness differ by team and geography. Such variability leads to uneven satisfaction with how compensation compares across the organization.
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