Companies Fisher Investments

Fisher Investments

Dublin, Dublin, IRL

5,500 Total Employees

Year Founded: 1979

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Fisher Investments Compensation & Benefits

Updated on February 03, 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 Fisher Investments?

Strengths in healthcare, retirement, and family supports are accompanied by challenges around incentive transparency, reliability, and progression. Together, these dynamics suggest an attractive core benefits package while creating uneven pay satisfaction where bonuses and advancement are pivotal to total compensation.

Positive Themes About Fisher Investments

Healthcare Strength: Healthcare coverage includes 100% of medical, dental, and vision premiums for employees and eligible dependents, alongside mental health resources and wellness programs. This materially reduces out-of-pocket costs and positions healthcare as a strong pillar of total rewards.
Retirement Support: Retirement benefits feature a 401(k) with a 50% match on contributions up to the IRS maximum. This creates substantial employer contributions for those who maximize savings.
Parental & Family Support: Family supports include 8 weeks paid primary caregiver leave, adoption assistance, up to 10 days of backup child/adult/elder care, and a $10,000 lifetime fertility and family-forming benefit. These resources extend support beyond the employee to dependents and caregiving needs.

Considerations About Fisher Investments

Unfair & Opaque Compensation: Compensation elements include a bonus structure described as “very deceptive” and instances where payouts or raises feel inconsistent with expectations. This points to opacity concerns around how incentives are calculated or awarded.
Weak & Unreliable Incentives: Incentives are characterized by variable bonuses tied to strict metrics, with cuts described over time that diminish reliability. This can reduce confidence in performance-based pay as a stable component of earnings.
Stagnant Pay & Limited Progression: Progression pathways are portrayed as having a “hard ceiling,” with significant raises or promotions seen as difficult without moving into sales or management roles requiring long hours. This dynamic can constrain long-term pay growth in certain tracks.

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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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