Micron Technology
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Micron Technology Compensation & Benefits
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 Micron Technology?
Strengths in affordable healthcare, retirement support, and stock purchase access coexist with concerns about small raises, competitive promotions, uneven base pay practices, and perceived equity shortfalls. Together, these dynamics suggest a solid benefits backbone and incentive mix, but with retention risks where progression pace, internal equity, and equity value do not meet expectations.
Positive Themes About Micron Technology
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Affordable Benefits: Health, dental, and vision coverage are described as low‑cost and very good. Wellness initiatives and options like gym reimbursement add perceived value without high out‑of‑pocket costs.
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Retirement Support: A 401(k) with a generous company match is highlighted as a meaningful component of total rewards. This supports long‑term financial security alongside other savings programs.
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Equity Value & Accessibility: An ESPP with a purchase discount and access to RSUs and performance bonuses contribute to an attractive total compensation mix. Feedback suggests the balance of salary, short‑term incentives, and stock opportunities is a key plus for many roles.
Considerations About Micron Technology
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Stagnant Pay & Limited Progression: Raises are characterized as small and promotions highly competitive, with advancement perceived as slow in some areas. This dynamic leaves some feeling long‑term pay growth is constrained despite solid baseline benefits.
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Unfair & Opaque Compensation: Examples include being hired at a lower base than prior roles despite cost‑of‑living considerations and pay not always aligning with contribution or market rates. Departmental and experience‑level disparities (e.g., lower satisfaction in IT and among earlier‑tenure employees) reinforce concerns about internal equity.
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Low or Inaccessible Equity: Stock compensation is seen as lower than at other companies, and RSUs are granted at management discretion, sometimes influenced by stack ranking. Calls for higher base pay and equity indicate the equity component feels insufficient in certain functions or levels.
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