What are pay raises like at Box?

Amazing coworkers, leadership, strong product

Confusing messaging from leadership, little to no promotions or salary increases the past 2 years, no 401K matching, increased RTO pressure

- Working with people globally - Friendly / positive work environment - ESPP/RSUs - Good opportunity to learn for newer individuals - Safe for queer people

- Pay raises and promotions have been stagnant since 2020 no matter your performance or increase in scope. - A lot of internal politics - Dishonest leadership - Clout chasing is the king metric - Inefficient and outdated work structures due to constant restructuring and lack of direction - Pay is below market value - Poor work/life balance, leadership expects everyone to work weekends and nights

Strong Foundational Values: Box has always had a solid value system at its core, and that still shows up in the way the company talks about its mission and trains its employees. There's meaningful alignment around customer-centricity, transparency, and doing the right thing. Smart, Kind Colleagues: Across teams, you’ll find thoughtful, driven, and collaborative people who genuinely care about their work and one another. Good Benefits Package: The company offers competitive benefits and flexibility, and has maintained strong support structures even as it’s grown. Solid Internal Frameworks: There is a clear structure for internal mobility and performance management. Processes are generally well-documented and thoughtfully designed, which creates clarity on expectations. Exciting Product Direction: The product remains strong, and the company continues to invest in innovation—especially in AI, which holds great promise for future growth.

Cultural Dilution as the Company Matures: While the foundational culture is still present, it has become more diluted in recent years—a natural shift for a company at scale with increasing financial and competitive pressures. What was once a more egalitarian and transparent environment now feels more hierarchical. Uneven Policy Application: Policies—especially around return-to-office—are inconsistently applied. While most employees are held to a strict two-day-per-week in-office policy, VP and C-level leaders are often exempt, with some working fully remote. This inconsistency erodes trust and morale. Leadership Disconnect: Executive visibility and accessibility have declined. Strategic decisions can feel out of sync with the daily experience of employees, and feedback loops aren’t as strong as they once were. Performance & Advancement Tied to Politics: While Box has clear performance review systems, ratings are curved—meaning strong performers may receive lower ratings due to distribution constraints. Advancement and pay increases can be heavily influenced by organizational politics and the advocacy of one’s manager. Remote Work Limits Career Growth: Fully remote employees, regardless of performance, are generally no longer eligible for management advancement or internal mobility opportunities, which can be demotivating and lead to attrition of otherwise high-value talent. Compensation Growth Stagnation: Salary increases, while still present, have slowed in pace and have at times been delayed, which is discouraging for long-tenured or high-performing employees. Unlimited PTO in Practice: The company offers unlimited PTO, but in practice, policies around time off have become more structured, with clear limitations on how much can be taken at once.

good company, people are friendly

2 days in office requirements, and rare yearly pay increase

Great room to move up

Lack of transparency, not a lot of raises

- Working with people globally - Friendly / positive work environment - ESPP/RSUs

- Pay raises have been stagnant since 2020 no matter your performance - Alot of micromanagement - Noone 10x's their meetings and much of it is a waste of time - Not everyone gets unlimited PTO - They are pushing hybrid work more and more, minimum 2 days per week

Really enjoyed all the people and managers I worked with during my 3 years with the company. Good company values and leadership

- horrible work remote policy; have to move for family issues and wouldn’t let me stay with the company as fully remote - Lack of salary transparency and no raises - depending on the role, quota attainment can be difficult

Amazing people, great culture, individual accomplishments are recognized, and opportunity for lateral and upward movement.

- No 401(k) matching - RTO mandates are increasing - Product lacks key features to be competitive with ECM vendors - Too much reliance on partners, which complicates deal structures as Box will not resell partner offerings - Poor RSU refreshers - Negligible pay increases

Definitely a lot of opportunities to make over OTE, but very dependent on the economy. Felt like the last 6 months in role things slowed down because lots of customers churning so didn't make as much in commission.

Never seemed like anyone got a raise at Box. Some roles quota attainment can be very difficult, especially as an AE.

- Box provides very good compensation to most roles. - Some flexibility in where you work; if you were hired remotely, you continue to be supported as a remote employee. - A culture of team work; if you need support on a project, you will find it. So many smart, capable and kind people work at Box. - Decent transparency from leadership, with regular insights into business decisions, industry trends, etc. - The company will obviously attempt to squeeze as much productivity out of you as possible, but if you know how to create and maintain healthy work-life balance for yourself, you can achieve it.

- Very hectic ways of working; "urgent (to me)" work is often incorrectly conflated with "valuable" work, causing a lot of spin, scope creep, etc. So many employees express chronic high stress as a result. - An overwhelming amount of noise; blocks of text on slack that get lost, too many zoom calls that could have been emails, weekly all-company meetings (so expensive to put on, so little value in return). A lack of focus from across the business that only makes us look "busy" without actually being productive. - They have a "norm" or "expectation" for employees tied to an office to come into the office at least two days a week despite good business performance and high employee satisfaction while remote. Leadership claims this is for improved innovation or collaboration, but can point to no evidence that pushing employees to the office actually bears fruit. - The company clearly prioritizes shareholders above all else, often at the expense of the employees. Multiple years of "limited cash" for merit and/or promotion raises due to "the macro". Absolutely no adjustments in pay despite rising cost of living expenses and increased monetary burden for employees in expensive metro areas who are being pushed to "return to office". And yet, they have plenty of cash for stock buy backs and dividends. Corporate boiler plate nonsense when employees raise concerns about inequitable compensation, siting "tradeoffs" as though this was some kind of inevitable outcome. - Culture carrying roles (employee resource group leads, "chief fun officers", etc.) are not compensated for this labor. These roles disproportionately fall to members of marginalized groups (e.g. women, lgbtqia, bipoc, etc.). Company is overwhelmingly white and cis male.