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Benefitfocus Reviews

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Benefitfocus President, Founder & CEO Shawn A. Jenkins
Shawn A. Jenkins
165 Ratings
  • Helpful (7)

    Decent place to start out

    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Current Employee - Anonymous Employee in Charleston, SC
    Current Employee - Anonymous Employee in Charleston, SC
    Positive Outlook
    Approves of CEO

    I have been working at Benefitfocus full-time


    Beautiful campus in a great location, with walking and biking trails. and close to several amenities on Daniel Island. On campus catering, food trucks, and on site vendors for lunch, along with 25c drinks and 50c snacks, and free Starbucks coffee. There is usually an after work yoga or boot camp session going on and lunch and learn classes are offered every few weeks for everything from retirement to juice cleansing. The benefits package is decent, standard medical, dental, 401k, and disability offerings, along with 20 days PTO your first year, and standard paid holidays. Coworkers are fun and helpful, and make the job tolerable. No punch card and some flexibility to work remotely if needed. Opportunities to increase knowledge and get a raise by completing an education program (if you have time to do it after working 50-60 hours)


    Poor work life balance, associates are overworked and understaffed. Constant tech issues due to overpromising to clients on what can realistically be supported. Huge focus on hiring global associates and moving most processes offshore, the idea was not well thought out or planned for and on shore associates are overwhelmed trying to do work plus train people overseas. PTO policy recently changed to "use it or lose it" within the year. Way too much change all at once and not a lot of discussion or advance notice to associates. Quality scores on each associate-hit or miss if the score is actually accurate because it relies on managers to report and favoritism comes into play. A lot of talk of culture but parties and associate recognition get increasingly sparse as time goes on. The 401(k) is matched but only once per year, and you have to work a certain threshold of hours the year prior to get the match, and the company portion is not vested immediately. This is not disclosed in the recruiting or hiring process. No clear training plans or career paths- pay is inconsistent across the similar jobs and categories. Merit increases are virtually the same across the team,-not a lot of incentive to work hard.

    Advice to Management

    Focus on treating your associates like people, instead of breaking everyone down into data and scores. Saving money is great, but not at the expense of associates feeling like numbers and like their job is at risk of being replaced by an offshore resource. Spend more time getting associate input before shoving change on the team, and allow for changes if the plans don't work. Associates do know something about the job they do every day.

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