Companies STV

STV

New York, New York, USA

3,050 Total Employees

Year Founded: 1912

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STV Compensation & Benefits

Updated on January 10, 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 STV?

Strengths in healthcare, retirement support, and family-oriented benefits are accompanied by challenges in base pay competitiveness, raise velocity, and reduced equity components following ownership changes. Together, these dynamics suggest a benefits-forward total rewards profile with uneven cash growth and ownership value that varies by role, department, and location.

Positive Themes About STV

Healthcare Strength: Health coverage is described as comprehensive with multiple plan options and telehealth, and is often characterized as good to above average for an engineering/consulting firm. Benefits such as company-paid life/disability and FSAs further support the overall healthcare offering.
Retirement Support: Offerings include a 401(k) with employer contributions and a discretionary annual contribution, aligning with a benefits package portrayed as competitive. Some indications suggest additional employer contributions may occur in certain years.
Parental & Family Support: PTO, company holidays, paid parental leave, and resources like an Employee Assistance Program and backup childcare are presented as family-supportive elements. These components are frequently cited as positives within the overall package.

Considerations About STV

Stagnant Pay & Limited Progression: Annual increases are often characterized as modest, with larger pay steps primarily tied to promotions or title changes. This dynamic creates perceptions of slow salary growth over time.
Unfair & Opaque Compensation: Pay is considered non-competitive in certain roles or locations, and compensation levels vary notably by department and position. This unevenness drives concerns about market alignment across the organization.
Low or Inaccessible Equity: The prior employee stock ownership program ended after an acquisition, reducing perceived ownership value in total compensation. This change contributed to a less favorable view of long-term wealth-building through equity.

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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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