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To attract candidates with the specialized, mission-critical skills their teams need, employers must clearly communicate the full value of working for their company. In a market where salary growth has moderated, hiring managers must emphasize what they offer beyond the paycheck. Combining competitive salaries with appealing employee benefits, meaningful perks and other rewards can make an offer stand out.

Hiring managers: Get customized salary data and insights from a Robert Half talent solutions professional.

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Financial
incentives Work-life
balance
perks Retirement
planning Health and
wellness
offerings Financial
incentives Work-life
balance
perks Retirement
planning Health and
wellness
offerings

How employers use bonuses

Strategic use of bonuses allows organizations to recognize employees’ significant contributions without overextending base salaries. Common types of bonuses include:

Performance—Based on individual or team achievements tied to business goals

Sign-on—Boost offer appeal and accelerate acceptance

Retention—Encourage employees to stay through key periods or transitions

Referral—Reward for referring candidates for critical roles

Common offerings

These incentives are widely offered by most employers and represent the baseline expectations candidates have when evaluating compensation packages.

401(k) with matching company contribution

Dental insurance

Health insurance

Paid time off

Commuter programs

Employee discounts

Nontraditional work hours

Tuition reimbursement

Less common offerings

These incentives are valued by professionals but offered by fewer companies, giving employers who provide them a competitive advantage in attracting and retaining talent.

Company contribution to pretax health programs

Stock options and employee stock purchase plans

Student loan repayment assistance

Childcare assistance (on-site or off-site)

Lifestyle spending accounts (employer-funded wellness stipends)

Paid time off for volunteering

Executive compensation

Compensation packages for C-suite and senior management professionals are designed to align leadership performance with key company objectives.

They often include equity grants, long-term incentives and cash performance awards that can equal a significant portion of the annual base salary.

Executive annual bonuses typically match 20%-35% of base compensation, averaging above $60,000 per year.

One-time signing bonuses between $10,000 and $40,000 are common among executives.

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Free or
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meals Commuter
benefits Fitness
centers Ergonomic
workstations Free or
subsidized
meals Commuter
benefits Fitness
centers Ergonomic
workstations

In-office time can be valuable for teambuilding, mentorship and faster skill development for newer employees. Offering remote or hybrid options can boost employee satisfaction and attract business-critical talent, too.

A hybrid option is by far the top work arrangement preferred among job seekers, but only some employers offer it.

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of job seekers say they’re most interested in positions that offer hybrid work arrangements, mirroring trends seen last year.

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of employers currently offer hybrid work to all employees.

Family benefits

Enhanced family support is growing beyond legally mandated programs. These enhanced benefits can be powerful differentiators for attracting specialized talent and are becoming increasingly common.

Roughly a quarter of employers offer paid parental leave beyond what is required, with this additional support becoming more common.

Childcare, eldercare and other family support benefits (e.g., in vitro fertilization, adoption assistance) are becoming more widely available.

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More to explore

Best Employee Perks and Benefits: Your Guide for 2026 Discover the most valued employee benefits packages and perks for 2026. Robert Half research reveals what top companies offer and what professionals want most.

Labor Market Overview Stay on top of U.S. Bureau of Labor Statistics and job posting data to learn about today’s hiring market.

Demand for Skilled Talent Check out our Demand for Skilled Talent report to learn about employers’ hiring plans and needs.

Pay and Compensation Highlights Dive deeper into salary and total compensation trends across a range of professional roles and industries.

Behind Our Numbers Learn how our salary benchmarks reflect accurate marketplace data through a rigorous, multistep verification process.

Non-salary data referenced in the Salary Guide is based on insights from Robert Half compensation and benefits leaders and online surveys developed by Robert Half and conducted by an independent research firm. Respondents include hiring managers and workers from small (10-99 employees), midsize (100-999 employees) and large (1,000-plus employees) private, publicly listed and public sector organizations across the United States. Executive compensation bonus analysis is based on Robert Half executive placements across a 12-month period.