Companies Rue Gilt Groupe

Rue Gilt Groupe

Dublin, Dublin, IRL

1,000 Total Employees

Year Founded: 2008

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Rue Gilt Groupe Compensation & Benefits

Updated on November 12, 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 Rue Gilt Groupe?

Strengths in time off, parental support, and lifestyle perks are accompanied by concerns about base pay fairness, limited pay growth, and benefits affordability. Together, these dynamics suggest an appealing flexibility-led package whose perceived value is tempered by cash competitiveness and out-of-pocket costs in some roles.

Positive Themes About Rue Gilt Groupe

Leave & Time Off Breadth: Unlimited/flexible vacation, paid holidays and sick days, bereavement leave, and paid volunteer time are part of the package. Discretionary time off and flexible hours allow time away as long as work is completed.
Parental & Family Support: Four months of fully paid parental leave, family medical leave, and a return-to-work program are offered. Offices include a mother’s room to support new parents.
Wellbeing & Lifestyle Benefits: Employee discounts (25% at Rue La La & Gilt and 15% at ShopSimon) with free shipping and concierge, wellness programs like “Wellness Wednesday,” and company-sponsored events and snacks contribute to lifestyle value. Hybrid/remote options, Summer Fridays, and a birthday day off further support work–life integration.

Considerations About Rue Gilt Groupe

Unfair & Opaque Compensation: Compensation is described as low relative to role demands or local market in several areas, and some feel undervalued. Calls for “more money, not just better bonuses for the executive team” and paying candidates what they are worth illustrate these concerns.
Stagnant Pay & Limited Progression: Pay is said to have not kept pace with the company’s growth or responsibilities, with limited raises and slow adjustments over time. Some indicate they remained primarily due to being hired when pay was better.
High Benefits Costs: Insurance and certain benefits are described as expensive, and the practical value and accessibility of perks do not always meet expectations. Benefits are often viewed as adequate on paper but weaker in real-world impact.

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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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