Ooma
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Ooma 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 Ooma?
Strengths in healthcare coverage, retirement support, and breadth of paid time off are accompanied by concerns about base pay competitiveness, limited progression, and the reliability of incentive earnings in certain roles. Together, these dynamics suggest a benefits‑forward package that may not fully offset compensation and growth gaps, leading to mixed overall satisfaction.
Positive Themes About Ooma
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Healthcare Strength: Medical, dental, and vision options with HMO, PPO, and high‑deductible plans plus employer‑funded HSAs indicate broad coverage. Company‑paid life insurance and short‑ and long‑term disability add meaningful protection.
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Retirement Support: A 401(k) with employer matching and pre‑tax contribution options supports long‑term savings. This foundation helps employees build retirement security beyond base pay.
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Leave & Time Off Breadth: Paid time off includes a defined vacation bank, dedicated sick time, and company‑observed holidays, with some groups using flexible or unlimited PTO practices. This breadth supports work‑life balance and scheduling flexibility.
Considerations About Ooma
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Unfair & Opaque Compensation: Pay is considered only average or comparable by many and not competitive for high‑cost regions, with base pay described as uniform across locations in at least one case. Workload and stress are depicted as high, amplifying perceptions that compensation does not fully match job demands.
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Stagnant Pay & Limited Progression: Advancement opportunities and job security are portrayed as limited, and pay increases are described as minimal. These conditions undermine longer‑term earning growth and retention.
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Weak & Unreliable Incentives: Sales earnings depend heavily on commissions that some praise, yet pressure, competition, and variable quota attainment make take‑home pay feel uncertain. This volatility contributes to uneven compensation experiences across roles.
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