Companies GLG

GLG

New York, New York, USA

9,740 Total Employees

Year Founded: 1998

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GLG Compensation & Benefits

Updated on January 08, 2026

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 GLG?

Strengths in healthcare, retirement support, and time‑off breadth are accompanied by challenges in base pay competitiveness, perceived clarity of compensation mechanics, and the durability and usability of certain perks. Together, these dynamics suggest a solid but not standout total‑rewards experience in which benefits help offset compensation concerns that are heightened by workload and progression expectations.

Positive Themes About GLG

Healthcare Strength: Benefits are viewed as stronger than base pay, with comprehensive medical, dental, and vision coverage starting on day one. Feedback suggests mental health support and wellness programs add meaningful value even when salary is criticized.
Retirement Support: 401(k) and Roth 401(k) with employer match are often highlighted as a solid part of the package. Feedback suggests retirement benefits stand out even when base pay is considered average.
Leave & Time Off Breadth: Flexible or unlimited PTO plus company holidays are consistently described as valuable components of the package. Feedback suggests time‑off policies are attractive when team culture supports using them.

Considerations About GLG

Unfair & Opaque Compensation: Pay is considered average to below peers for the workload, with frequent descriptions of being overworked relative to salary and a mismatch between expectations and pay. Feedback suggests compensation mechanics, including bonus/OTE dynamics, can feel less competitive or clear than desired.
Stagnant Pay & Limited Progression: Early‑career pay is seen as decent but not improving proportionally with increased responsibilities, with stronger pay perceived mainly at more senior levels. Feedback suggests long‑term compensation growth can feel limited in some roles.
Perks & Wellbeing Gaps: Certain perks have been reduced and some experiences point to weaker mental health coverage than expected. Feedback suggests heavy workloads can undermine the practical use of flexible PTO and wellness benefits.

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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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