Benefits, without the fine print
Most careers sites summarise benefits into six friendly icons of a heart, a leaf and a piggy bank, then make you wait until the offer stage for an actual number. We would rather publish them. Everything below applies to US-based colleagues working 20 hours a week or more, from day one of employment unless stated otherwise. Everyone at InGen works in the US, so there is one package and this is all of it.
How money works here
We run a single global job architecture with 14 grades. Every posting states its grade and, in every US state and every market where we are legally able, its pay range.
Base pay
Ranges are set against surveyed market data for the role, the grade and the location, reviewed every 12 months. Merit increases are effective 1 April each year. We run a pay-equity audit annually with an external firm and publish the results internally; our last review found a 0.4% unexplained gap, which we closed at the same cycle.
Shift differentials
- Second shift — 12% of base for the hours worked
- Third shift / nights — 18% of base
- Weekend crew (Fri–Sun 12-hour rotations) — 20% of base
- Callout — minimum four hours at 1.5×, plus $75 callout premium
- On-call standby — $250 per week held
Annual bonus
Everyone below executive level is on the same plan, funded by one company scorecard — pipeline milestones, supply reliability, quality and financials — multiplied by an individual performance factor between 0 and 1.5.
- Grades 3–5: 8% target
- Grades 6–8: 12% target
- Grades 9–10: 18% target
- Grades 11+: 25% target and above
Paid in March. Prorated if you join mid-year; paid in full if you are on parental leave or a military activation.
Equity
Restricted stock units are granted at hire and refreshed annually for grade 6 and above, vesting 25% a year over four years. Grades 9 and above also receive performance share units on a three-year cycle.
Manufacturing and laboratory colleagues below grade 6 receive an annual $1,500 InGen Share Award instead — the same shares, no strings, vesting after one year.
Employee share purchase plan
Contribute 1–15% of pay through payroll. Shares are bought at a 15% discount on the lower of the price at the start or the end of each six-month window. Enrolment opens 1 February and 1 August. 61% of eligible colleagues participate.
Referral bonus
$3,000 for most roles, $6,000 for hard-to-fill manufacturing, quality and automation roles, paid at your referral's 90-day mark. There is no cap on referrals.
Three medical plans, and we pay most of it
InGen covers 85% of the employee premium and 75% of dependent premiums across all three plans. Coverage starts on your first day, not the first of the following month.
| Plan | Deductible (individual / family) | Out-of-pocket max | InGen contributes | Best for |
|---|---|---|---|---|
| Core PPONationwide network | $750 / $1,500 | $3,000 / $6,000 | 85% of employee premium; no account funding | Predictable costs, frequent care, wide provider choice |
| Choice HSAHigh deductible with health savings account | $1,750 / $3,500 | $4,000 / $8,000 | 85% of premium plus an HSA seed of $1,200 individual / $2,400 family | Lower premiums, saving for future care, tax efficiency |
| Select HMORegional, available at 7 US sites | $0 / $0 | $2,500 / $5,000 | 85% of employee premium | Fixed copays and no deductible, if your doctors are in network |
Free at the point of use
- All preventive care and screenings
- Generic maintenance medications for diabetes, asthma, hypertension and cholesterol
- Every mental health visit, in or out of network, on every plan
- Annual biometric screening and flu vaccination onsite
- Telemedicine, 24/7, including urgent care and dermatology
Dental & vision
Two dental plans, both with 100% preventive coverage, $2,500 annual maximum on the higher plan and a $3,000 lifetime orthodontia benefit for adults and children.
Vision covers an annual exam at $10, $250 toward frames or contacts every year, and a separate $400 allowance for safety eyewear if you work in a lab or plant.
Protection
- Life insurance at 2× base salary, employer paid; buy up to 8×
- Short-term disability at 100% of pay for 8 weeks, then 70% to 26 weeks
- Long-term disability at 60% of pay, employer paid
- Business travel accident cover
- Legal plan, identity protection and pet insurance at group rates
- Voluntary critical illness, hospital indemnity and accident cover
Domestic partners and dependents. Every health benefit extends to domestic partners on the same terms as spouses, and to dependent children to age 26. Gender-affirming care is covered on all three medical plans with no separate lifetime maximum.
Becoming a family, and looking after one
This is the part of our package we are proudest of and the part that most often decides an offer.
Parental leave — 16 weeks, everyone
16 weeks at 100% pay for every new parent, whether the child arrives by birth, adoption, surrogacy or foster-to-adopt placement. No distinction between primary and secondary caregiver. Available from your first day of employment, taken in up to three blocks within the first 12 months.
- Birthing parents receive 8 additional weeks of paid medical recovery leave, so 24 weeks in total
- A paid phased return: your first four weeks back are at 60% schedule for 100% pay
- Bonus and equity vesting continue as if you were at work
- Pregnancy loss and stillbirth are covered by the same leave, taken at your discretion
Family building — $45,000
A $45,000 lifetime benefit through our NurturePath partner covering IVF, IUI, egg and sperm freezing, donor costs and genetic testing. No infertility diagnosis is required, and the benefit is available to single people and to same-sex couples on identical terms.
- $25,000 reimbursement per adoption or surrogacy journey, up to two
- Dedicated care navigator assigned within 48 hours of enrolling
- Menopause and midlife health support through the same navigator
- Doula and lactation consultant coverage, plus milk shipping when you travel for work
Childcare & backup care
- 15 backup care days a year at $15 a day for a child, adult or elder, in-centre or in your home
- Onsite childcare centres at Cambridge and Research Triangle Park, subsidised at 20%
- Priority nursery placement and discounts near Devens, Bloomington and RTP
- Dependent care FSA up to the annual IRS limit, with a $600 InGen contribution
- Tutoring, special-needs advocacy and college advising through the care platform
Caring for adults
- Elder care assessment, care planning and a named concierge
- Backup adult and elder care, drawn from the same 15 days
- Formal flexible-schedule arrangements approved at site level, not case by case
- Up to 4 weeks paid Family Care Leave a year for a seriously ill family member, on top of PTO and separate from FMLA
- Bereavement: 10 days for immediate family, 5 days for extended, 20 days for the death of a service member in your immediate family
Time off, and the culture around taking it
We do not offer unlimited PTO. In our experience it means people take less. We give you a number and expect you to use it — managers are reported on their team's PTO utilisation, and anything under 75% gets a conversation.
Annual PTO days
20 days in years 1–3, 25 days in years 4–9, 30 days from year 10. Accrued monthly, with up to 5 days carried over. Manufacturing shift colleagues accrue the equivalent in hours against their 12-hour rotation, and crews who work the winter shutdown are paid at premium and bank the days instead.
Public holidays
Twelve a year, plus 22 October — Jeff Goldblum's birthday, a paid holiday since 2015 that nobody can explain and nobody will give up. Then two floating days for any observance you choose, and the winter shutdown, 24 December to 1 January, which is not deducted from PTO.
Sabbatical
Four weeks of paid sabbatical at seven years of service, and every five years after that. Fully separate from PTO, and you are expected to take it in one block. Around 300 colleagues take a sabbatical each year.
Impact Days
Two paid days a year to volunteer, plus company matching of charitable donations up to $5,000 a year. Colleagues logged 41,000 volunteer hours in 2025.
Military leave
Fifteen paid days a year for Guard and Reserve training, separate from PTO, plus differential pay for up to 24 months of activation. Full Guard and Reserve policy.
Jury duty & civic leave
Fully paid for the length of service, with no cap. Two paid hours to vote in any public election, and paid time to serve as an election worker.
Mental health support that does not run out in March
Twelve therapy or coaching sessions per person, per issue, per year, at no cost — through Headspring, our mental health partner.
That allowance applies to you and every member of your household, including dependent children away at college, and it resets for a new issue rather than being a single annual pot. Appointments are typically available within four days, in person or virtually, and nothing about your use of it reaches InGen — we see aggregate utilisation only.
- Beyond the 12 sessions, ongoing care is covered by your medical plan at $0 copay
- Specialist pathways for substance use, eating concerns, grief, and children and teens
- 24/7 crisis line, staffed by clinicians rather than a triage script
- Manager training on supporting a team member, completed by 96% of our people managers
- Confidential support for colleagues affected by domestic abuse, including emergency relocation assistance
- $1,000 a year wellbeing stipend — gym, equipment, classes, sleep, nutrition, childcare gear, race entries, almost anything you can argue for. Approved claims last year included a kayak, a beekeeping course, and eleven separate fossil-dig weekends, which tells you something about who works here
- A gym at every site, and we should be honest about what that means: a room with yoga mats and kettlebells. No treadmills, no machines, no climbing wall, no smoothie bar. Two facilities reviews have recommended expanding it and both were quietly deprioritised in favour of the plant. Subsidised memberships elsewhere if you want equipment that plugs in
- Company dodgeball, Thursdays at 09:00 — see Life at InGen, and adjust your expectations of Thursday mornings accordingly
- Subsidised cafés at every site, free breakfast on all manufacturing shifts including nights
- Financial coaching, plus free will preparation and estate planning
- Emergency hardship fund — grants up to $5,000, decided by a colleague panel in 72 hours
- Quiet rooms, prayer and reflection rooms, and lactation rooms at every site
- Ergonomic assessment and equipment for home and office setups
We would rather train you than replace you
$12,000 a year tuition
Undergraduate, graduate or professional certification, paid up front rather than reimbursed where the institution allows. Approval is at manager level and takes about a week. No repayment clause after 12 months of service. 640 colleagues used it in 2025.
Student loan repayment
$150 a month up to a $10,000 lifetime maximum, paid directly to your loan servicer, from day one. Can run alongside the tuition benefit.
InGen University
Our internal academy: GMP and aseptic technique, statistics for scientists, project management, people leadership, and a technical writing course that everyone secretly needs. Around 40 hours of learning time a year is protected in everyone's objectives.
Certifications, on us
We pay fees and study time for role-relevant certification: ASQ CQA and CQE, APICS CPIM and CSCP, PMP, CISSP, Six Sigma belts, SOCRA and ACRP for clinical, and state EHS licences.
Internal mobility first
Every role is posted internally for five days before it goes external. 42% of 2025 hires were internal moves. You do not need your manager's permission to apply, and they are told only after you reach the second stage.
Mentoring & coaching
A company-wide mentoring platform with 1,900 active pairs, sponsorship programmes run through each ERG, and external executive coaching for every colleague at grade 10 and above. Early careers programmes.
Small things that turn out to matter
Commuting
$150 a month pre-tax for transit or parking, free shuttles from Cambridge and Devens to nearby rail, secure bike storage and showers at every site, and EV charging at cost.
Relocation
Full package for grade 8 and above, lump sum of $8,000 to $15,000 below that, plus temporary housing, home-finding trips and spouse or partner job-search support.
Work setup
$750 home office allowance in your first year and $250 a year after, for anyone working remotely or hybrid. Laptop and phone provided; no BYOD requirement.
Discount programme
Group rates on home and auto insurance, and a marketplace of everyday discounts nobody reads about until they need a mattress.
Recognition
Peer-to-peer points redeemable for cash or goods, plus quarterly Right First Time awards for quality and safety catches — $500 and, more importantly, your name on the board in the plant.
Service awards
At 5, 10, 15, 20 and 25 years: an award, an extra week of PTO in that year, and at 25 years a $5,000 donation to a charity of your choice.
Pets and plants
Pet insurance at group rates, dog-friendly office days at Cambridge and Boulder on Thursdays, and a plant swap in the RTP atrium that has been running for eleven years.
Food
Subsidised cafés at every site, free coffee that people actually drink, and free hot breakfast on every manufacturing shift — including the 19:00 and 03:00 handovers.
Eligibility, enrolment and the questions behind the questions
When does coverage actually start?
Your first day. Medical, dental, vision, life, disability, mental health support, the care platform and 401(k) eligibility all begin on day one, with no waiting period and no probation. You have 30 days from your start date to enrol; if you miss it you get the Core PPO at employee-only coverage until the next open enrolment in November.
Do part-time and shift colleagues get the same package?
Colleagues working 20 or more hours a week receive the full package, with PTO and the wellbeing stipend prorated to schedule. Below 20 hours, you are eligible for the 401(k), the employee assistance and mental health benefit, and the discount programme.
Are contractors and agency workers covered?
No — contingent workers are employed by their agency and receive that agency's benefits. They do have access to our site facilities, cafés, the gym such as it is, safety training and the 24/7 crisis line. They are also eligible for dodgeball, which several have taken more seriously than their contracts require.
What happens to my benefits on parental leave, sabbatical or military activation?
Nothing changes. Premiums stay the same, coverage continues for you and your dependents, PTO continues to accrue, equity continues to vest, and 401(k) match is trued up on your return for any period without pay.
Can I see the actual plan documents before I accept an offer?
Yes. Ask your recruiter for the benefits guide and summary plan descriptions at any point in the process, including before your first interview. We send them unprompted with every offer, 48 hours before we ask for a decision.
How does the 401(k) match work exactly?
We match 100% of the first 6% of eligible pay you contribute, and we add a 3% non-elective contribution whether or not you contribute anything. So if you put in 6%, you receive 9% from InGen and 15% total goes into your account. Everything is immediately 100% vested. Roth and after-tax contributions are available, with automatic in-plan conversion. Auto-enrolment is at 6% with 1% annual escalation, and you can opt out.
What if I need an accommodation to do the job?
Contact accommodations@ingenbiotech.example at any stage, including before you apply. The accommodations team is separate from recruiting and from your future manager, and the median time from request to arrangement in place was 9 days last year. More on accessibility.
Everything on this page describes a fictional company created for a product demonstration. Figures are illustrative. In a real careers site this section would carry the plan year, the legal entity, and a link to the summary plan descriptions.
Worth a conversation?
225 roles are open across our six sites, and every posting states its grade, its pay range and whether it is onsite, hybrid or portable.