Fortune sat down with Jeremy Yonan, the vice president of total rewards at Indeed, to get his take on the biggest trends in compensation, how companies can attract superstar employees, and how today’s job seekers can get the most out of workplace offerings.
This interview has been edited and condensed for clarity.
Fortune: What are people asking for in their compensation packages? Are there new trends you are seeing?
Additional PTO, depending on your organization and structure, has both a monetary value and a real well-being impact. One extra week of vacation is like a 2% raise in disguise. Think about additional PTO as a way to shop around as you are looking for that next stop.
There’s also a professional development stipend. This is one of the biggest, most important things somebody can [use to] take control of their own career. Upskilling is one of the best long-term investments, and many companies have budgets for them. They just don’t necessarily advertise them.
Then there’s wellness and lifestyle spending accounts. These are monthly contributions similar to a flexible spending account (FSA) or dependent care spending account, but geared more towards lifestyle. A lot of companies are really embracing wellness strategies, and if you do demonstrate some progress towards that strategy, that’s where you can start participating in these lifestyle spendings. Most of us are already doing the simple things. We eat healthy, we go to the gym, we take daily walks, stuff like that. All you have to do is record it and then submit it to your employer.
There’s an unwritten currency, and it’s called time. It’s increasingly what people value most, especially if you have dual working parents and childcare [responsibilities].
When we think about tailoring total compensation strategies for this group, it’s really about acknowledging the dual caregiving burden and providing flexibility, financial support, and emotional well-being resources.
Resources like geriatric care management services, elder care navigation benefits, or stipends to offset home care costs can be incredibly valuable. Options like compressed workweeks, remote work, or flexible hours help caregivers manage unpredictable responsibilities without sacrificing career progression. Consider offering caregiver leave that goes beyond FMLA requirements—paid time off to care for aging parents or attend medical appointments. There’s also Dependent Care FSAs, Employee Assistance Programs (EAPs), and education and support groups.
There’s been a lot of debate around return-to-office mandates. How are they fitting into salary and benefit negotiations today?
