Revvity
Revvity Compensation & Benefits in Waltham
This page summarizes recurring themes identified from responses generated by popular LLMs to common candidate questions about Revvity and has not been reviewed or approved by Revvity.
How are the compensation & benefits at Revvity?
Strengths in healthcare coverage, retirement matching, and family support are accompanied by concerns about equity program generosity and the pace of cash‑compensation growth. Together, these dynamics suggest the Waltham office benefits from a solid baseline of benefits while some may still perceive limited upside in equity value and annual pay progression.
Key Insight for Candidates
Defining tradeoff: a strong, straightforward 401(k) match alongside a notably lean ESPP that lacks a look‑back. For Waltham candidates, this means retirement savings are a clear strength, but employee stock purchase upside is limited, so weigh cash and benefits more than equity from the ESPP.Evidence in Action
- 401(k) First 5% Match — The Revvity, Inc. Savings Plan provides a dollar‑for‑dollar company match on the first 5% of eligible pay. This straightforward formula boosts retirement savings predictably for Waltham employees without complex tiers.
- ESPP 5% No Look‑Back — The Employee Stock Purchase Plan offers a 5% discount at 95% of market price on the purchase date, with no look‑back. For Waltham employees, this enables modest equity accumulation but with limited upside versus richer plan designs.
Positive Themes About Revvity
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Healthcare Strength: Company materials indicate comprehensive medical, dental, and vision coverage alongside life and disability insurance. Current postings consistently present this as standard coverage for U.S. roles.
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Retirement Support: Public filings describe a straightforward 401(k) plan with a dollar‑for‑dollar company match on a defined portion of pay. This structure is positioned as competitive and easy to understand for long‑term saving.
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Parental & Family Support: Public-facing materials and candidate resources point to paid parental leave being available, with bonding options noted. Specific entitlements can vary by role and location, but the overall offering is supportive for families.
Considerations About Revvity
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Low or Inaccessible Equity: Public filings describe an ESPP with a modest purchase discount and no look‑back feature. For employees who prioritize equity accumulation, this design is less generous than common market offerings.
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Stagnant Pay & Limited Progression: Available materials note base pay can trail market in some roles and that merit increases may be modest over time. This can make compensation progression feel limited compared with peers.
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Weak & Unreliable Incentives: Descriptions of compensation practices point to limited bonus upside in some groups. This reduces the impact of variable pay on total rewards when cash growth is already constrained.
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