Foley
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Foley 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 Foley?
Strengths in healthcare coverage, retirement support, and time-off breadth are accompanied by challenges in base pay levels, progression, and the consistency of commission-driven earnings. Together, these dynamics suggest a robust benefits foundation but uneven pay satisfaction, particularly outside sales or where incentive targets are harder to attain.
Positive Themes About Foley
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Healthcare Strength: Comprehensive health coverage spans medical, dental, and vision with preventive care and telehealth, and coverage beginning on day one. HSA and FSA options, including a company HSA match, support out-of-pocket costs.
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Retirement Support: A 401(k) with company matching strengthens retirement readiness. Certain employee groups also have access to pension and annuity programs.
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Leave & Time Off Breadth: Paid time off accrues with tenure alongside multiple paid holidays and personal days. Paid parental leave and the ability to roll over a portion of unused PTO add flexibility for life events.
Considerations About Foley
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Stagnant Pay & Limited Progression: Non-sales and support functions are described as having lower, less competitive base pay with little opportunity for significant increases. Compensation structures are seen as constraining advancement.
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Unfair & Opaque Compensation: Pay is considered out of step with job expectations and local cost of living, with base pay often perceived as below market. This contributes to mixed satisfaction across the company.
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Weak & Unreliable Incentives: Earnings tied to commissions depend heavily on attainment and may not consistently elevate total compensation. Feedback suggests incentive upside benefits top performers but is less impactful for others.
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