Black Duck
Black Duck Compensation & Benefits in Burlington
This page summarizes recurring themes identified from responses generated by popular LLMs to common candidate questions about Black Duck and has not been reviewed or approved by Black Duck.
How are the compensation & benefits at Black Duck?
Strengths in health coverage, retirement support, and time‑off options are accompanied by challenges tied to compensation dynamics since the 2024 transition, which employees describe as affecting pay levels, incentives, and equity. Together, these dynamics suggest the Burlington office benefits from solid core benefits while experiencing uneven compensation competitiveness and incentive reliability during the post‑spin‑out normalization period.
Key Insight for Candidates
Defining pattern: Post‑spin‑out, compensation and benefits feel more changeable and leaner, with site‑specific differences at Burlington. This matters because Burlington packages can vary in bonus consistency and benefit costs/leave versus the Synopsys era and other locations, so big‑company expectations may not match today’s reality.Positive Themes About Black Duck
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Leave & Time Off Breadth: Colleagues in Burlington can access paid vacation alongside wellness days noted in U.S. role postings. This points to time‑off breadth beyond core PTO options.
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Healthcare Strength: Benefits for Burlington-based roles are described as including comprehensive health coverage in U.S. postings. Feedback suggests core medical offerings are part of the standard package.
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Retirement Support: Retirement support in Burlington includes access to group retirement/401(k)-style plans with employer contributions referenced in listings. This signals structured long-term savings support.
Considerations About Black Duck
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Unfair & Opaque Compensation: Pay in Burlington is perceived as pressured versus market after the 2024 spin‑out, with reports of below‑market offers and compensation confusion during the transition. These dynamics reflect broader cost‑management shifts that affect the local team.
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Weak & Unreliable Incentives: In Burlington, incentive pay has been described as reduced or inconsistently paid following ownership changes. This has created uncertainty around variable compensation.
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Low or Inaccessible Equity: Equity access in Burlington appears limited relative to the prior Synopsys era, with reports of lost or unavailable stock programs. This reduces the perceived value of total rewards for the local team.
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