Benefits
Our benefits are currently written to be US-centric as all employees currently reside in the US. We may adapt the offered benefits in country/region specific manners as we employ people outside of the US.
All Remote
Section titled “All Remote”We are an all-remote company. We do not have an office. We aspire to eventually hire all over the globe. Currently all employees are based in the US and within GMT-5 to GMT-8. With this spread of timezones we do have a more flexible working hours setup based on location.
We do plan for employees to need updates or additions to their home office and provide a yearly stipend for this. You can read more on this topic in our Home Office section of our Expenses page.
Compensation and Equity
Section titled “Compensation and Equity”We have used a variety of benchmarking services, examples being pave.com and levels.fyi, to help us match market rates. We expect this balance will necessarily shift as we grow as a company.
In alignment with our remote-only approach, we have currently chosen to adjust pay based only on country rather than city level location. The belief being that different countries have different “social contracts” for who pays for what, but that the work we are doing is the same regardless of where one might chose to live within a country.
Retirement Savings
Section titled “Retirement Savings”We provide a 401k plan for all US employees with 4% employer match. Our current provider is Accrue, brokered through Rippling.com.
Insurance
Section titled “Insurance”Health, Dental, Vision
Section titled “Health, Dental, Vision”We offer competitive healthcare plans for all US employees and dependents, including dental and vision. For 2026, we are covering 95% of premiums for employees and 50% of premiums for dependents. Our current provider is Blue Cross Blue Shield, brokered through Rippling.com.
We provide automatic life insurance for all employees, with supplemental insurance available through our provider, Beam.
Short-term / Long-term Disability
Section titled “Short-term / Long-term Disability”We are unable to offer short or long term disability insurance at this time. This will continue to be a review topic when our yearly benefits window opens for renewals.
Paid Time Off
Section titled “Paid Time Off”We have a flexible PTO policy up to 10 contiguous days without asking and we encourage everyone to step away from the keyboard for at least 10 days per calendar year. We care about impact on the company and our users, not your time at keyboard; taking time for ourselves is an important part of ensuring our time working can be productive.
We currently observe 11 public holidays matching the US federal holiday calendar. The official list is kept in Rippling.
Parental Leave
Section titled “Parental Leave”We provide Parental Leave but this may vary depending on local country laws. Currently this section is written US-centric as all employees currently reside in the US.
We provides 16 weeks of paid parental leave for any active team member (regardless of gender) who becomes a parent through childbirth or adoption while working at the company. The entire 16 week balance must be used within 12 months of the birth or adoption.
Medical Leave
Section titled “Medical Leave”Employees requiring time off for serious health conditions, surgeries, or hospitalization, we provide 100% salary continuation for up to 4 weeks
Full-time employees with at least 90 days of tenure are eligible, following a medical condition requiring an absence of more than 3 consecutive days.
Minor Illness, e.g. Short-term sickness (colds, flu) is covered under our standard PTO. Childbirth and bonding are covered exclusively under our Parental Leave Policy (16 weeks). Benefits cannot be stacked.
Code Town Inc. provides up to 4 weeks of 100% salary continuation per rolling 12-month period.
If you reside in a state with mandated disability or paid medical leave (e.g., CA, NY, WA), you must apply for those benefits. Code Town Inc. will “top up” state payments to match 100% of your regular salary. Leave management is all handled through Rippling and our leave provider, Tilt.
Requests for leave extending beyond 4 weeks are considered on a case-by-case basis. Extensions are at the sole discretion of management, based on business needs and individual circumstances. Granting an extension in one instance does not create an entitlement for future requests.
Your position (or an equivalent) is protected during the 4-week salary continuation period and any approved extensions, or as otherwise required by applicable state law.
To use this policy, notify your manager as soon as practicable. For foreseeable leaves (e.g., surgery), please provide at least 30 days’ notice. We reserve the right to request medical certification of the necessity and duration of the leave.