Bullhorn

London, England
1,400 Total Employees
Year Founded: 1999
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Bullhorn Compensation & Benefits

Updated on January 20, 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 Bullhorn?

Strengths in time‑off breadth, healthcare coverage, and family supports are accompanied by challenges around base pay competitiveness, transparency, and the pace of pay progression. Together, these dynamics suggest a benefits‑led total rewards package that many value, while salary levels and retirement matching may temper overall compensation satisfaction depending on role and expectations.
Positive Themes About Bullhorn
  • Leave & Time Off Breadth: Feedback suggests unlimited paid time off for full-time employees and quarterly paid volunteer days provide generous flexibility for time away. Additional paid time such as sick leave, holidays, and bereavement (where applicable) further expands time-off options.
  • Healthcare Strength: Health, dental, and vision insurance are described as comprehensive, supported by disability and life insurance, mental health benefits, and FSA options. Feedback also highlights wellness-focused resources that help sustain employees in higher-stress roles.
  • Parental & Family Support: A generous parental leave policy for birth or adoption, EAP referrals for childcare and elder care, and fertility benefits signal robust support for families. Time off varies by caregiver role and country but is framed as meaningful and accessible.
Considerations About Bullhorn
  • Unfair & Opaque Compensation: Pay is considered average rather than competitive in multiple areas, with some labeling it offensively low relative to expectations and workload. Concerns about pay policy and transparency contribute to perceptions of unfairness.
  • Stagnant Pay & Limited Progression: Feedback suggests starting salaries are low and raises are modest over time. This creates a sense that compensation does not keep pace with contribution or stress levels.
  • Inadequate Retirement Support: Desire for a larger 401(k) match appears alongside otherwise strong benefits. The existing formula is viewed as serviceable but not competitive with stronger market offerings.
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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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