Companies Code Red Partners

Code Red Partners

San Francisco, California, USA

22 Total Employees

Year Founded: 2017

View Website

Similar Companies Hiring

Achieve

Fintech • Professional Services • Sales • Financial Services

3 Offices

2231 Employees

UL Solutions

Automotive • Professional Services • Software • Consulting • Energy • Chemical • Renewable Energy

28 Offices

15000 Employees

Headway

Consumer Web • Healthtech • Professional Services • Social Impact • Software

3 Offices

819 Employees

Code Red Partners Compensation & Benefits

Updated on February 25, 2026

This page was generated by Built In using publicly available information and AI-based analysis of common questions about the company. It has not been reviewed or approved by the company.

How are the compensation & benefits at Code Red Partners?

Competitive-seeming base pay and flexibility-oriented perks are accompanied by recurring concerns about how variable pay is structured and credited. Together, these dynamics suggest total compensation satisfaction is highly contingent on the commission plan’s clarity and perceived attainability, with benefits confidence reduced by limited public specificity.

Positive Themes About Code Red Partners

Fair & Transparent Compensation: Base pay is characterized as reasonable and competitive for comparable boutique recruiting roles, with salaries and benefits described as generally good in places. This suggests the fixed component of compensation is often viewed as acceptable even when total earnings vary.
Leave & Time Off Breadth: Remote work and unlimited PTO are described as available perks. These benefits can increase the perceived overall value of the package, especially for candidates prioritizing flexibility.

Considerations About Code Red Partners

Weak & Unreliable Incentives: Commission splits are portrayed as a recurring friction point, including disputes around account or candidate ownership that can change payout outcomes. Questions are also raised about whether stated on-target earnings feel attainable in practice, which can undermine confidence in variable pay.
Unfair & Opaque Compensation: Tension around who gets credit for accounts or candidates implies ambiguity in how compensation is allocated across contributors. This can create perceptions of unfairness even when base pay is viewed as solid.
Perks & Wellbeing Gaps: A lack of an official, public benefits breakdown leaves key items like healthcare, retirement, and parental leave unclear. This transparency gap makes it difficult to evaluate the benefits package consistently across roles.

NEW

What does AI tell candidates about your employer brand?

Get your free AI reputation report today.

See AI Report

The insights on this page are generated by submitting structured prompts to some of the most popular large language models (“LLMs”) and summarizing recurring themes from the responses. Because the insights are generated using AI, they may contain errors. The insights do not necessarily reflect internal data, employee interviews, or verified company information. They may be influenced by incomplete, outdated, or inaccurate data, and may vary across LLM providers. These insights are intended for informational purposes only and should not be interpreted as a factual or definitive assessment of a company's reputation. Built In makes no representations or warranties regarding the accuracy, completeness, or reliability of this information, and disclaims any liability for any actions taken based on this information. If you are a representative of this company, and would like this page to be removed, you may contact us via this form.

Is This Your Company? Claim Profile