Companies Aura

Aura

Boston, Massachusetts, USA

Total Offices: 3

360 Total Employees

Year Founded: 2017

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Aura Compensation & Benefits

Updated on October 23, 2025

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 Aura?

Strengths in healthcare coverage, leave policies, and family support are accompanied by concerns about compensation fairness, below-market pay in some roles, and concentrated equity access. Together, these dynamics suggest a total rewards package with strong benefits that can offset but not fully resolve mixed sentiment about base pay, incentives, and progression depending on role and location.

Positive Themes About Aura

Healthcare Strength: Benefits include comprehensive medical, dental, and vision coverage alongside mental health resources, wellness programs, and an Employee Assistance Program. Feedback suggests coverage is robust and paired with additional wellness support.
Leave & Time Off Breadth: Unlimited paid time off, generous parental and family care leave, and paid volunteer time are consistently highlighted. Flexible remote/hybrid schedules further support time away and balance.
Parental & Family Support: Generous caregiver and parental leave, family-friendly policies, and access to the company’s family plan are emphasized. Feedback suggests these offerings meaningfully support household needs.

Considerations About Aura

Unfair & Opaque Compensation: Pay disparities tied to geography and hire date are described as creating perceptions of inequity. Communication issues and reorganizations appear to amplify concerns about fairness.
Stagnant Pay & Limited Progression: Compensation is considered below market in some roles, with calls for sizable salary increases and improved bonus structures. Limited advancement opportunities in certain teams temper overall pay sentiment.
Low or Inaccessible Equity: Engineering commentary urges broader distribution of pay and equity. Feedback suggests equity access and allocation feel concentrated rather than widely shared.

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The insights on this page are generated by submitting structured prompts to some of the most popular large language models (“LLMs”) and summarizing recurring themes from the responses. Because the insights are generated using AI, they may contain errors. The insights do not necessarily reflect internal data, employee interviews, or verified company information. They may be influenced by incomplete, outdated, or inaccurate data, and may vary across LLM providers. These insights are intended for informational purposes only and should not be interpreted as a factual or definitive assessment of a company's reputation. Built In makes no representations or warranties regarding the accuracy, completeness, or reliability of this information, and disclaims any liability for any actions taken based on this information. If you are a representative of this company, and would like this page to be removed, you may contact us via this form.

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