Benefits and Perks are generally reserved for part or full-time employees, though exceptions are noted on an individual basis.
For more detailed info about taking time off, see Personal Time Off.
Full-time for salaried employees is somewhere around 30-34 per week.
We encourage you to do those hours over four days, rather than spreading them out to five or more days with fewer hours.
This encourages you to focus your work. Get more done in less time, and focus on progress-driving work over pseudo-work.
We also want to encourage you to take Fridays off (in addition to the standard Saturday and Sunday), too. This will help us all to sync more of our working and non-working days.
Both these suggestions won’t be possible for everyone. If, for example, taking Wednesdays off every week would better allow you to spend time with your family/kids, you have the ability to do that. But, if you have the flexibility to choose, please choose to take Fridays off with everybody else so we remain in sync.
And, it should also be noted that this schedule only applies to full-time salaried employees. Other exceptions include colleagues whose work adheres to a schedule that requires them to work on Fridays, or even five days in a week, depending on what is needed.
There will also be times where you’ll need to work more than four days in a week—to get something time sensitive done, or to help a colleague on vacation. There may be weeks where you can still get your work done while working fewer days. We should do our best to adhere to the four-day schedule, but need to be flexible as well.
US Employees: 100% premiums for the teammate. 50% premiums for dependents (spouse/domestic partner/children). Please see ‣ for more details on health benefits for US employees.
International: It depends on the country, and what we are able to secure through our benefits providers. We try to provide something comparable to what we offer to US employees. Please see Country Specific Benefits for more details.
We try to pay on the higher end for roles, and use compensation data to make sure that we’re paying people well, and fairly. For more information, see Compensation.