Colorado workers know what they want — and it’s not perks.
for 49% of employees seeking new jobs. Close behind: improved work-life balance at 48% and real career growth opportunities at 44%.
The state’s top-ranked employers aren’t just checking boxes. They’re building benefit structures that treat workers like people, not numbers.
It starts with a paycheck
Compensation is table stakes, and Colorado’s leading employers know it. Most conduct annual or semi-annual benchmarking exercises, relying on compensation surveys, industry reports, and local market data to evaluate how their pay stacks up.
They review salary data from sources such as Mercer and Payscale, compare pay ranges with competitors, and use this intelligence to adjust structures before workers start shopping around.
At Luminate Bank, CEO Marc Campbell says pay is only part of the equation. “We stay competitive in Colorado by taking a thoughtful, data-driven approach to compensation,” Campbell says.
“Just as important, we focus on total rewards, not just salary. That includes strong benefits, flexibility, and performance-based compensation that rewards results and growth.”
Elevations Credit Union takes a similar approach. Jean Rahn, the credit union’s VP of Total Rewards, says the organization uses a formal job evaluation system to benchmark roles and reviews salary survey data each year to ensure pay ranges keep pace with the market.
The total rewards package layers in variable compensation, recognition programs, and a suite of health and financial benefits.
Bloom Healthcare benchmarks pay against Colorado market data with an eye toward the particular demands of in-home care. The company strengthened performance-based incentives, built in referral bonuses, and adjusted base salaries to better reflect the value its clinicians bring.
Flexibility isn’t a perk, it’s an expectation
Remote and flexible work has moved from a differentiator to a baseline requirement for many Colorado workers. The employers rising to the top don’t just offer it; they’re building their cultures around it.
Scrum Alliance is fully remote-first. CEO Tristan Boutros says the organization trusts employees to get their work done.
“We focus on creating a working environment that supports employees in bringing their best selves to work while also enjoying a balanced, fulfilling life beyond the desk,” Boutros says.
To guard against burnout, Scrum Alliance offers a “Take What You Need” PTO policy with a required 10-day minimum, 13 company-wide holidays, and a fully paid holiday break at year’s end. Monthly Culture Days and virtual team-building events fill out the calendar.
Madison & Co. Properties takes a trust-first approach to time off. Operations manager Liliana Mendez says employees don’t hesitate to take the time they need because leadership and their peers genuinely support it.
“Our team knows they are supported,” Mendez says, “which allows them to step away when needed without hesitation.”
The Nakupuna Companies ties flexibility directly to culture. Andy Minor, a project management professional at the firm, says employees want to be part of teams “where they are trusted, supported, and empowered to contribute.”
Career growth has to be real
Employees aren’t just looking for a rung on the ladder. They want a map, a mentor, and a manager who’ll actually help them climb.
Scrum Alliance backs its growth culture with dollars. Every employee receives a $1,000 annual professional development stipend, which can be used for courses, certifications, conferences, or any learning path that aligns with their goals. Internal leadership training rounds out the offering.
Boutros says performance conversations happen on a rolling basis rather than once a year. “Our quarterly performance check-ins create regular opportunities to discuss goals, exchange constructive feedback, and explore growth,” he says. That model keeps managers and employees aligned without waiting for an annual review to surface problems.
Elevations Credit Union has built an internal learning and development team that runs role-based training, a mentoring program, and a shadowing program. Maura Horn, VP of Talent Management, says the credit union also offers tuition reimbursement and an e-learning catalog. One-third of open roles at Elevations get filled by internal candidates, a number the organization tracks with pride.
“Personal and professional development and career aspiration conversations are part of our continuous performance-related conversation guidelines,” Horn says.
She recommends managers and employees hold development conversations at least once a quarter and career conversations twice a year.
At Nakupuna, Minor says the company has expanded professional development support to include certifications and new skill pathways.
He describes the goal plainly: “Employees feel valued and supported as they grow within the organization.”
Mental health support is moving out of the shadows
Mental health benefits have shifted from afterthought to anchor in Colorado’s top workplaces. The employers leading the way aren’t just pointing employees toward a hotline. Instead, they’re funding real resources and building cultures where using them isn’t stigmatized.
Elevations Credit Union partnered with Spring Health to offer every employee and their dependents 6 free therapy sessions and 6 free coaching sessions per year. The platform also offers self-guided tools, medication management support, alcohol and substance use resources, and crisis management, with no annual cap on most services. An active Mental Health Employee Resource Group runs educational webinars, mindfulness sessions, and peer support programs.
Scrum Alliance offers 24/7 access to licensed mental health professionals through an Employee Assistance Program at no cost. It provides employees with access to the Calm app for guided meditation and sleep support. The organization tracks its culture health through an Employee Net Promoter Score, which it says consistently beats industry benchmarks.
Madison & Co. Properties says its approach is relational, not just transactional. “Open communication and flexibility allow our team to feel supported both professionally and personally,” Mendez says.
Benefits that seal the deal
Beyond pay, flexibility, growth, and wellness, Colorado’s top workplaces stack their benefits to reflect what workers actually care about.
Scrum Alliance offers a 401(k) with a 5% employer match. After two years, the company covers 100% of medical, dental, and vision premiums. Employees also get eight hours of paid volunteer time each year.
Elevations Credit Union embraces its credit union identity. Employees who join as members get access to exclusive loan discounts on auto, personal, mortgage, and home equity products. The organization also runs Appreciate, a peer recognition platform powered by Awardco, where workers can send shout-outs, award points, and celebrate milestones.
Elevations also offers a flex-time-off benefit: an additional 16 hours of paid leave annually for illness or family care. Rahn calls it “not common,” which is exactly the point.
At LJA, which is employee-owned, every employee receives company shares through a fully funded ESOP.
The message from Colorado’s top workplaces is consistent: the employers winning the talent competition aren’t pitching perks. They’re building places where people can do their best work, grow their careers, take care of their families, and actually enjoy showing up. That’s the benefit package workers want most.
