When you put together an offer for a tech role on Get on Board, perks are part of how candidates judge it. The trap is treating every perk as a selling point — some are simply expected, and listing them wins you nothing.
Baseline expectations vs. real differentiators
- Baseline: flexible schedule, remote or hybrid options, and reasonable time off. Candidates assume serious companies offer these, so their absence is a red flag rather than their presence being a draw.
- Differentiators: equity or profit sharing, real education and conference budgets, hardware allowances, and clear growth paths. These can move a decision, especially at senior levels where base salary is already competitive.
What counts as a differentiator shifts by seniority and role — equity matters more to someone weighing a stable salary against upside, while a learning budget may matter more earlier in a career.
How to use this when building an offer
- Do not lead with perks everyone offers. Lead with the role, the range, and the genuine differentiators.
- Match the perks you highlight to who you are hiring.
- Read perks alongside total compensation, since some perks carry real monetary value.
How Insights Pro shows this
Insights Pro+ shows the most frequently offered perks for each profile, ranked by how often they appear in successful job postings, so you can tell which perks have become table stakes and which still stand out.
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