Crusoe Energy Systems

HQ
Denver, Colorado, USA
Total Offices: 2
667 Total Employees
Year Founded: 2018
View Website

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Crusoe Energy Systems Compensation & Benefits

Updated on October 20, 2025

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 Crusoe Energy Systems?

Strengths in equity, healthcare, and time-off breadth are accompanied by challenges around compensation fairness, raise progression, and incentive reliability. Together, these dynamics suggest a package that is compelling in core benefits yet uneven in ongoing pay outcomes depending on role and function.
Positive Themes About Crusoe Energy Systems
  • Equity Value & Accessibility: Equity grants (RSUs) and stock options are included broadly in offers, giving employees ownership alongside salary. Equity is presented as a core element of compensation across multiple roles and levels.
  • Healthcare Strength: Health coverage includes medical, dental, and vision plans, supplemented by disability insurance and mental wellness resources. Telehealth access and employer HSA contributions in some plans reflect a comprehensive approach to care.
  • Leave & Time Off Breadth: Paid holidays, paid sick time, and generous or unlimited vacation policies are offered in many roles. Paid parental and family leave further expand time‑away support.
Considerations About Crusoe Energy Systems
  • Unfair & Opaque Compensation: Below‑market pay in certain functions, misalignment with responsibilities, and disparities among similar roles point to fairness and transparency concerns. Title usage to justify pay levels without commensurate duties reinforces this perception.
  • Stagnant Pay & Limited Progression: Annual increases are characterized as modest or inconsistent, with limited progression raises despite expanded workloads. Requests to re‑evaluate pay grades indicate slow advancement in compensation.
  • Weak & Unreliable Incentives: Bonus payouts are described as capricious and tied to undisclosed goals, with limited reach beyond leadership. Such variability undermines confidence in incentive structures.
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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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