In Get on Board job listings, perks describe non-salary benefits. If you are hiring, they help you show what the day-to-day experience is like. If you are applying, they help you compare the full offer beyond base compensation.
Why perks matter
- For candidates, perks signal work conditions and long-term support.
- For recruiters, accurate perks improve conversion by setting expectations early and avoiding surprises later.
Examples of perks you will see often
- Flexible hours: You can adjust your schedule within agreed hours.
- Health coverage: The company provides medical insurance.
- Computer provided: The company supplies the work equipment.
- Remote work: The role supports partial or full remote work.
- Extra vacation days: More days off than the legal minimum.
- Casual dress code: No formal dress requirements.
- Relocation assistance: Help with moving for the role.
- Pet-friendly office: Pets are welcome in the workplace.
- Beverages and snacks: Drinks or snacks are provided in-office.
Other perk categories you may encounter
You can also see education or conference stipends, parental leave over legal minimums, equity, performance bonuses, retirement plans, personal coaching, digital libraries, fitness subsidies, and wellness benefits.
Tips for recruiters
- Add only perks you truly offer and can sustain.
- Be specific when a perk has limits (for example, annual caps or partial coverage).
- Use perks to clarify what is already included in the total package, along with the salary range.
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