You don’t have to have children of your own in order to work with us, but for any parent out there who is wondering how to balance your career in tech and your new or growing family, this might be the place. Every company wants to hire people who are also users of their product, and for us, that’s parents! Our company was founded by two brothers (Chris and Daniel), and we prioritize family in all parts of our lives.
It should go without saying that we provide healthcare for all employees as well as their dependents and family members. We support maternity and paternity leave, and don’t keep track of vacations or PTO (don’t worry, we do take time off ourselves evidenced by Daniel’s 2-week trip to Patagonia this year!).
We are incredibly supportive of our current and soon-to-be parents. Along with our paid family leave policy, we also do our best to accommodate new parents in whatever way we can. For instance, we transformed one of our Mountain View offices into a lactation room for one member of the YC team after she had returned from her maternity leave. Our vacation policy allows parents and non-parents alike to take 3 consecutive weeks off, though we encourage you to consider demo day and other scheduled events when you do. When you join YC, you will be encouraged to live a balanced and productive life and provided the independence to figure out what that means for you.
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Our team is almost entirely remote, so employees can work wherever they want to. For parents, this likely ends up being from home. We don’t ask people to work at the same time so having flexibility in both where you work and when you work is great for parents. Matthew (who is both an iOS engineer and dad) says, “I personally find Signal to be a place where I can take time off to care for my sick child, make doctor’s appointments, and attend teacher conferences. I'm not sure what else there is to say. I've never had a better employer in terms of being a parent. I work regular, reasonable (~45 hours/week), and have flexible hours.”
All employees are treated in the same way, regardless of their role in the birth of the child, or the matching process if adopting a child. All new parents are entitled to 14 weeks with 100% of usual pay, and longer if desired with scaled pay. You can read our parental leave policy in full here.
There are many parents are Aula, and we’ve recently welcomed another #aulababy into our family! We are an incredibly parent-friendly team and support both employees and their families. For example, we supported one of our recent fathers with extra child care when his wife had a breast infection and they needed to be in and out of the hospital for three weeks. Life throws curve balls and you’ll always have the team behind you to help get through things.
In the past, we’ve hired two women on our teams while they were pregnant, and on our builder team we have four proud fathers: Frederik (2), Guro (1), Farhan (1), Kyle (1). Below, our VP of Product and recent father, Kyle, on why he joined Aula. Excerpt below:
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Actually, in the span of 12 months, eight of us became first-time parents including John our Content Strategist, Les a Software Engineer, Nate a Product Designer, and myself (Bryant)! The fact that our leadership team also includes parents, we’ve built a working culture that is not only mindful of parenthood but also supportive of those in that stage of life. Parents are able to work around their kids’ schedules, even those who do work out of our San Francisco office.
We provide family leave (including adoption) to all parents: a 3-month paid leave for new moms and a paid 2-month leave for new dads. After leaving, you can arrange for flexible hours, or even use some days from your leave after you return to work. We are a family-first company!
Below is a picture of Bryant, Webflow’s CTO, taking a break from code reviews by taking his 5-month old daughter on a hike.
Our CEO, Trevor Crist, has two children and are often seen at the office or joining in for the final day of our user group. Maternity leave and paternity leave are available and taken full advantage of. When one of our best team members had her second child, it was never a question about using her full maternity leave and the team rallied to cover for her. Additionally, many people on our teams work remotely or split time between home and office to cut down on commute times and create more time with their families.
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On a team like ours, you won’t need to explain doing school runs during the day. People leave during the day when they need to and anyone can stagger their schedules around family time or other personal commitments.
Tim, our Partnerships manager and father of 4, said: “TeamUp’s family friendly focus has meant me being present in my kids lives as they have grown. This value is embodied in our culture, and I’m proud to be part of such a forward looking and positive environment. It’s meant a lot to me personally to be part of a hard working team that doesn’t mean sacrificing the moments in your life that you don’t get back.”
Yaz from the Customer Success Team said, “I love working for TeamUp as a working parent. It allows me the flexibility I need to work around my family life without feeling guilt or pressure that other employment has caused. Holidays and child illnesses have and will always be difficult to manage. However, not with TeamUp! I don’t feel the pressure or stress to look after my family the same way I would have if working in an office. I feel like I am a valued member of the team where I’m given the freedom for flexible working. Although it is rare, if you need to leave early one day, you know you can make up the hours another time to fit in with the team.”
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Peerspace as a whole is very family oriented. Not only do we have an awesome maternity/paternity leave policy (2 weeks of paid bonding leave in addition to compliance with whatever is required by law in the office you work from), but everyone at the company understands when a colleague needs to leave early or take time off due to family emergencies. We encourage parents to take paid family leave in full and bond with their new babies.
When you return, you’ll have the flexibility to incorporate working from home as well as time for wellness appointments as you ramp up again. And if something comes up around childcare or if one of your kids gets sick at school, you’ll only find support from us. After all, many of us are parents and have been there before! We encourage new parents to bond with their children and we provide flexibility beyond bonding leave so that parents can continue spending time with their families.
The support we give one another is implicit at Peerspace, even for those who aren’t parents. We have a mutual understanding and respect for the priorities we each have outside of work. We care genuinely care about one another, but more than that, we care about each other’s families, hobbies, and lives outside of work.
We have an equivalent maternity and paternity leave policy and we support fathers that want to be at home with their kids just as much as mothers. Our company barbecues are always family friendly and we encourage everyone to bring their kids. Across our four offices, parents make up a large proportion of the company (maybe about a third) which makes our Slack channel for parents a great place for stories and support. The work/life balance and flexibility we have is ideal for anyone with a growing family that also like to have fun with the people they work with.
This could take the form of being able to take on carpool drop-off rather than an hour long commute in the morning, or the ability to run to a midday event at school without having to take a full day off. It could also mean writing your next bit of code while your child plays next to you. We believe that just as sleep and health are leverage, so too is being able to take care of the things that are most important to you.
In terms of benefits, we offer job-protected Paid Time Off—12 Weeks, Fully Paid—for all parents to bond with a newly born, adopted, or fostered child.
Aptible Team Member, Shah Kader, with his son on a recent All-Hands (via Zoom).
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