Oracle
Oracle 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 Oracle?
Strengths in healthcare coverage, family supports, and broad time‑off options coexist with persistent concerns about slow pay progression, perceived inequities, and inconsistent incentives. Together, these dynamics suggest a benefits‑strong but compensation‑strained environment, with long‑tenured employees especially sensitive to limited raises and internal pay compression.
Positive Themes About Oracle
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Healthcare Strength: Health coverage is described as broad and highly subsidized, with multiple plan choices, immediate eligibility, and added services like telehealth and mental health support. Benefits include company HSA contributions and fully subsidized options for some dental and vision plans.
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Leave & Time Off Breadth: Time off options span accrued vacation, flexible vacation for salaried roles, a winter break, and a wide range of leaves including parental, caregiver, bereavement, military, and jury duty. Feedback suggests paid sick time and volunteer hours further support balance beyond core vacation.
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Parental & Family Support: Family supports include paid parental leave, caregiver leave, elder‑care resources, and assistance for fertility, surrogacy, and adoption. These programs indicate structured support for major life events alongside core medical benefits.
Considerations About Oracle
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Stagnant Pay & Limited Progression: Pay growth is often described as minimal or non‑existent after initial hiring, with years without raises and difficulty securing promotions. This contributes to pay compression as newer hires are perceived to land closer to current market rates.
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Unfair & Opaque Compensation: Compensation is perceived as uneven, with internal promotions being lowballed and disparities between leadership and non‑leaders. Employees describe a gap between the workload of 'doers' and the pay they receive, fueling perceptions of unfairness.
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Weak & Unreliable Incentives: Variable pay elements are cited as inconsistent, including missing bonuses for some groups and uneven stock outcomes. Such variability reduces confidence that incentives will reliably reflect performance.
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