9 Companies With an Ecosystem of Impactful Perks and Benefits

What does the sand in the Sahara Desert have in common with perks like a flexible work schedule or tuition reimbursement? 

Both have far-reaching impact. 

The sand in the Sahara desert is actually one of the most important protectors against climate change, but through a very long journey. Dust from the desert is carried over the Atlantic Ocean by a specific wind current, allowing those little particles to land all the way in the Amazon rainforest. That dust contains important minerals like phosphorus that plants in the Amazon need to survive. Those plants, in turn, capture a quarter of all CO2 absorbed by all the land on Earth, according to National Geographic. 

Workplace perks, although not nearly as widespread as minerals that help balance global ecosystem, also have a cascading effect — particularly when it comes to employee stress. 

The U.S. surgeon general compared the health impacts of stress to the equivalent of smoking 15 cigarettes a day. Workplace burnout and stress go hand in hand. A 2024 study by the American Psychological Association found that 67 percent of employees experience at least one outcome associated with workplace burnout — like a lack of interest, motivation, low energy, feeling lonely or isolated — every month. Burnout has many of the same effects as chronic stress on the body, causing issues like hypertension and diabetes. 

Stress not only physically harms those experiencing it; it can impact the physiology of generations to come. A growing body of medical and psychological research has found that repeated stress can alter human DNA and can be passed down from generation to generation. 

Perks like workplace flexibility can be monumental in an employee’s mental health. The long-term effect of benefits — like plentiful PTO, financial security, family healthcare and a company culture that welcomes feedback — play a prodigious role in lowering employee’s stress and creating a healthier future. 

Even though the individual pieces of a benefits package might seem small, the ripple effect might be felt for years to come.  

So, is workplace flexibility as important as saving the rainforest? In some ways, and on different scales, maybe. 

Built In spoke with nine talent leaders who share why perks and benefits are important parts of their workplace ecosystems. 

 

 

Basis Technologies is a global automation software provider for enterprise marketers, bringing programmatic, site-direct, advanced TV, search and social together through a single interface. 

 

How has Basis Technologies adapted its compensation and benefits to meet the ever-changing priorities of workers? What unique offerings set you apart?

At Basis, we understand that employee needs are continually evolving. What mattered to our Beeps before the pandemic has changed significantly. As our workforce ages and as we adapt to a new work environment, we’ve transitioned from traditional office perks like beer pong and happy hours to more relevant support systems such as a Working Parent ERG and retirement planning.

Our shift to a fully remote work environment with flexible arrangements reflects our commitment to enhancing work-life balance. We’ve also updated our compensation strategies to align with major metropolitan areas where our employees are based, rather than the locations of our old offices.

 

“Our shift to a fully remote work environment with flexible arrangements reflects our commitment to enhancing work-life balance.” 

 

To support a healthy work-life blend, we’ve introduced a range of benefits designed to meet our employees’ needs. These include virtual urgent care, virtual primary care, virtual meditation and virtual therapy services. Additionally, we’ve replaced our gym reimbursement program with a lifestyle spending account, offering greater flexibility and a broader range of options for our Beeps.

 

How does your compensation strategy support work-life balance and career advancement? 

At Basis, our compensation strategy is thoughtfully designed to enhance both work-life balance and career advancement, ensuring a well-rounded and motivated workforce. To support work-life balance, we offer flexible work arrangements, including the option to work remotely with a four and a half-day work week and flexible hours. Our unlimited paid time off policy includes a three-week sabbatical every four years, one day annually for community service, mental health days to combat burnout, jury duty leave, bereavement leave, Election Day off to facilitate voting and traditional vacation time. For those in need of parental support, we provide 16 weeks of paid leave for child-bearing parents and eight weeks for non-child-bearing parents.

In terms of career advancement, Basis is dedicated to employee growth through various professional development opportunities. We offer equity grants to all new hires and provide additional grants at key career milestones, ensuring that our employees have a stake in the company’s success. Additionally, our lifestyle spending account supports a wide range of needs — from fitness and mental health to education and personal development — allowing employees to tailor their benefits to their individual circumstances. By integrating these comprehensive programs, Basis fosters an environment where employees can thrive both personally and professionally.

 

 

AIR Communities is an owner and operator of multifamily housing, managing properties in most major markets, including Boston, Denver, Philadelphia, Los Angeles and Miami. 

 

How has AIR adapted its compensation and benefits to meet the ever-changing priorities of workers? What unique offerings set you apart?

We prioritize aligning our compensation and benefits with the evolving needs and expectations of our teammates. Our pay-for-performance model consistently rewards individual achievements, team successes and overall contributions to AIR. At AIR, we work hard, and we reward hard work by regularly offering performance-based bonuses and commissions that celebrate teammate success. 

We believe that compensation is more than just a paycheck, and we invest in our team in a variety of ways. We offer a comprehensive benefits package that includes offerings like holistic wellbeing resources, apartment discounts, support for teammates on their U.S. citizenship journey and much more. Our team is at the heart of what we call “The AIR Edge,” our operating model that sets us apart from the competition. We know the importance of caring for our teammates, and our strategy is designed to attract, retain and support a highly engaged and talented workforce.

 

How does your compensation strategy support work-life balance and career advancement? 

At AIR Communities, we understand the value and importance of work-life flexibility and career advancement. We provide generous paid time off — including extended holiday time off for our on-site teams — and a robust paid parental leave program to promote a healthy start on a family’s journey. 

 

“At AIR Communities, we understand the value and importance of work-life flexibility and career advancement.”

 

Additionally, our Sharpen the Edge leadership program provides workshops, training and other resources to support teammates’ professional development. We also offer tuition reimbursement and mentorship programs to provide additional growth opportunities.

 

FloQast offers an accounting platform that enhances the way accounting teams already work to help them operate more efficiently.

 

How has FloQast adapted its compensation and benefits to meet the ever-changing priorities of workers? 

FloQast isn’t just a fun, dynamic workplace — it’s been our mission to assemble and nurture a community that empowers employees with the resources that matter most.

With this in mind, we make sure to listen to employees and understand what is important and valuable to them. As a company, we regularly conduct a benefits survey to hear what benefit programs serve them well, and what benefits they would like FloQast to consider offering. We invest heavily in robust and competitive benefits. We regularly review the market for new and innovative total reward programs to adapt to the changing priorities of our employees. We take a comprehensive approach to our employee benefits — from health, to work-life balance, community and wealth — we want all FloQasters to make the most of life.

 

“We take a comprehensive approach to our employee benefits — from health, to work-life balance, community and wealth — we want all FloQasters to make the most of life.”

 

What unique offerings set you apart?

First is the family-forming benefit we offer through Carrot. We know how important the family-forming journey is and we strongly support our employees in their journey. We offer this benefit not only in the United States, but globally. Employees have access to Carrot’s services, consultations and up to a $10,000 financial benefit. This benefit not only provides great value, but a huge financial assistance as well.

As part of our desire to support employees and their families, we offer new parents the opportunity to rent the SNOO Smart Sleeper. SNOO is a baby bed that boosts sleep with gentle rocking and soothing and helps new parents get some sleep, as well. FloQast pays the first six months of SNOO rental fees.

We also support our team inside and outside of the office and provide programs that encourage them to spend valuable time outside of work with mental health days in addition to generous PTO.

 

How does your compensation strategy support career and financial advancement? 

We firmly believe in rewarding employees for their contributions and implemented a recurring promotion cycle to recognize and reward FloQasters for their dedication and hard work. With this recurring cycle, we recognize and reward employees sooner and celebrate their success and accomplishments.

All employees are eligible for stock options. This gives employees the opportunity to participate in the growth of the company. Additionally, 1,000 fully vested stock options are awarded to employees that receive the coveted Values Award. This award is an exclusive honor given to an employee for exemplifying the FloQast values and ways of working.

FloQast has partnered with a leading investment consulting firm to provide a unique benefit: employees have access to complimentary one-on-one financial planning with certified financial planners. This service covers personalized advice on topics like paying off student loan debt, purchasing a home, saving for children’s college education, investing for retirement and more.

 

 

KUBRA develops customer experience management software for utility and government entities across North America.

 

How has KUBRA adapted its compensation and benefits to meet the ever-changing priorities of workers? What unique offerings set you apart?

At KUBRA, we have strategically adapted our compensation and benefits to meet the evolving priorities of our workforce, ensuring we stay competitive and responsive. Our approach includes offering highly competitive salaries in both Canada and the United States, accompanied by annual salary reviews and merit increases to maintain market relevance. We also have a performance-based bonus structure for all positions, with uncapped commissions for our sales and business development functions, rewarding exceptional performance.

 

“We have strategically adapted our compensation and benefits to meet the evolving priorities of our workforce, ensuring we stay competitive and responsive.”

 

To enhance employee well-being, we have introduced a wellness spending account in Canada and provide access to Headspace for all employees in Canada and the United States, promoting mental health. Our benefits package includes generous leave options such as maternity and sick leave, along with additional perks like a day off for birthdays and designated volunteer days. We have also increased vacation days based on tenure, acknowledging and rewarding long-term commitment.

These tailored offerings set us apart, ensuring our employees feel valued, supported and motivated to achieve their best while maintaining a healthy work-life balance.

 

How does your compensation strategy support work-life balance and career advancement? 

At KUBRA, our compensation strategy supports both work-life balance and career advancement, ensuring employees are motivated, rewarded and aligned with their aspirations. We conduct annual salary reviews using various compensation tools, ensuring competitive pay by benchmarking salaries at the higher end of industry standards.

To reward long-tenured employees, those with over five years of service can take four consecutive weeks off, providing significant wind down time. Our recognition programs, including “Cheers for Peers” and the “Do-nut Think We Didn’t Notice Award,” foster a positive work environment and acknowledge employees’ efforts.

For career advancement, we have clear career progression maps, outlining the skills and experience required for advancement aligned with individual goals. All positions include performance-based bonuses or commissions, providing direct financial rewards for exceptional performance. We offer numerous development opportunities such as free LinkedIn Learning subscriptions, an education reimbursement program and our senior leadership development program.

 

 

Golden Hippo is an employee-owned, vertically integrated direct-to-consumer marketing builder of health and wellness brands.

 

How has Golden Hippo adapted its compensation and benefits to meet the ever-changing priorities of workers?

Golden Hippo has evolved our compensation and benefits to align with the changing priorities of today’s workforce, focusing on comprehensive support, work-life balance and inclusivity. We offer 100 percent employer-paid medical, dental and vision insurance; ensuring employees and their families are covered without financial worry. We support family needs through Maven, offering personalized care for family planning, pregnancy, parenting and provide 16 weeks of fully paid parental leave — allowing new parents ample bonding time.

 

What unique offerings set you apart?

We encourage lifelong learning with our tuition reimbursement program, and we support a healthy work-life balance with 12 paid holidays and three weeks of vacation starting from day one. To further enhance the employee experience, our office features a fully stocked kitchen and an on-site gym, promoting overall well-being. Additionally, as a Vetster-certified pet-friendly workplace, we welcome employees’ dogs, creating a more inclusive and comforting work environment. These unique offerings set Golden Hippo apart as an employer that truly understands and responds to the diverse needs of our workforce.

 

How does your compensation strategy support work-life balance and career advancement? 

At Golden Hippo, our compensation strategy is designed to balance work-life priorities with career advancement. We offer a 401(k) match up to 3.5 percent and an employee stock ownership plan, giving employees a stake in the company’s success while securing their financial future. Our career guide is tied directly to our compensation structure, ensuring that as employees gain skills and take on additional responsibilities, they have clear opportunities for advancement, which includes an increase in base pay.

 

“At Golden Hippo, our compensation strategy is designed to balance work-life priorities with career advancement.”

 

To further support career growth, we provide mentorship programs and continuous learning opportunities, empowering employees to develop professionally. We also offer bonuses at all levels and market price 100 percent of our jobs to maintain competitive compensation. 

Recognizing the importance of work-life balance, we offer remote and hybrid work options for most positions, giving employees the flexibility they need to thrive both personally and professionally. These initiatives demonstrate our commitment to fostering an environment where employees can grow their careers while maintaining a healthy work-life balance.

 

 

Cleo is an ecosystem integration software company focused on business outcomes, ensuring each customer’s potential is realized by delivering solutions that make it easy to discover and create value through B2B enterprise data. 

 

How has Cleo adapted its compensation and benefits to meet the ever-changing priorities of workers? What unique offerings set you apart?

At Cleo, we seek feedback from employees through quarterly engagement surveys which help us to understand their evolving needs and allows us to adapt to our current and incoming workforce effectively. 

We provide flexible working and time off policies that include remote and hybrid options and unlimited PTO policies. Medical benefits include three tiers to cater to a multigenerational workforce, and we provide 100 percent employer-paid benefits that include: parental leave, short-term disability, long-term disability, life insurance, employee assistance program resources and accidental death and dismemberment coverage. We also have health and financial wellness programs designed to support overall well-being and preparedness. 

Additionally, we offer a range of supplemental benefits such as childcare and travel assistance. All benefits are available from the first day of employment to avoid any coverage gaps and eliminate stress for employees. We also believe that conducting regular market analysis and benchmarking is vital for understanding the employee landscape, maintaining competitiveness and attracting top talent. This ensures high job satisfaction and retention.

 

“All benefits are available from the first day of employment to avoid any coverage gaps and eliminate stress for employees.”

 

How does your compensation strategy support work-life balance and career advancement? 

Here at Cleo, we prioritize the health and well-being of our employees. To encourage a balanced work-life environment, we offer flexible working arrangements such as remote and hybrid work options, adjustable schedules and an unlimited time off policy. 

In 2024 we enhanced our Career Development Program with several key improvements. We introduced Quarterly Career Development Check-Ins to offer more regular opportunities for managers and employees to discuss career and professional growth, to acknowledge achievements in real time, and address any obstacles or barriers employees may be facing. 

Some additional enhancements included formalized career pathing, the creation of a job profile repository and expanded training programs that combine internal training with personal and professional development tailored to individual goals. This approach promotes a culture of continuous growth and development and transparency within our organization.

 

 

Click Therapeutics develops, validates and commercializes software as prescription medical treatments for people with unmet medical needs. 

 

How has Click Therapeutics adapted its compensation and benefits to meet the ever-changing priorities of workers? What unique offerings set you apart?

At Click Therapeutics, we value our colleagues’ well-being and offer competitive compensation and comprehensive benefits to demonstrate our commitment. Our compensation program aims to attract and retain top talent by providing fair and equitable pay that recognizes individual achievements and aligns with company performance.

We use a total rewards approach that includes competitive base salaries, bonuses and equity. We reward sustained performance through increases and bonuses based on individual and company achievements. Our salary ranges are set competitively using top-tier market data from Radford, ensuring our colleagues receive fair compensation. We regularly monitor the market to remain competitive.

We provide annual merit increases linked to several aspects including performance and opportunities for promotion, including bonus and equity where applicable. Beyond these great benefits, we understand the significance of family and wellness. We offer backup child and elder care through Vivvi, family-forming support through Carrot and a lifestyle reimbursement program through WEX to support physical, financial and overall well-being of our colleagues.

 

How does your compensation strategy support work-life balance and career advancement? 

Our compensation strategy is about creating a workplace where colleagues feel valued and fulfilled, supporting their success both at work and in their personal lives. We offer competitive pay, comprehensive benefits and the flexibility of a hybrid work schedule, fostering collaboration and work-life balance. 

 

“Our compensation strategy is about creating a workplace where colleagues feel valued and fulfilled, supporting their success both at work and in their personal lives.”

 

We recognize that supporting both personal lives and career growth is crucial for attracting and retaining top talent. We value career development, offering a learning and development reimbursement program and partnering with LinkedIn Learning to provide resources for growth. 

We also recognize hard work through biannual performance reviews and performance-based rewards. Prioritizing work-life balance, we offer unlimited PTO and a hybrid work schedule. Additionally, we have established career paths to help colleagues advance their careers at Click Therapeutics.

 

 

Hi Marley creates a conversational platform built for P&C insurance and is powered by SMS.

 

How has Hi Marley adapted its compensation and benefits to meet the ever-changing priorities of workers? What unique offerings set you apart?

Our company takes a proactive approach to align our compensation and benefits with the evolving needs and priorities of our workforce. 

We developed a compensation model that prioritizes competitive market rates and recognizes individual performance. Our approach ensures that employees are rewarded fairly based on their contributions, with regular benchmarking to stay aligned with industry standards. This focus on performance and market competitiveness helps us attract and retain top talent while motivating our team to achieve their best. 

Understanding the importance of mental and physical health, we’ve expanded our wellness offerings beyond gym memberships and health insurance. We take a holistic approach that includes mental health support, stress management resources and access to wellness apps that cater to individual needs. 

By continuously adapting to the changing landscape of work, we ensure that our employees feel supported, valued and motivated to bring their best selves to work every day. This dynamic approach to compensation and benefits is key to maintaining our competitive edge and fostering a thriving workplace culture.

 

“By continuously adapting to the changing landscape of work, we ensure that our employees feel supported, valued and motivated to bring their best selves to work every day.”

 

How does your compensation strategy support work-life balance and career advancement? 

We’ve embraced a hybrid 2-1-2 strategy, allowing employees to work from the office twice a week, have an optional office day and work remotely for the other two days. This approach balances the need for collaboration with the desire for flexibility and provides employees the autonomy to structure their workdays in a way that best suits their personal lives. Additionally, employees are encouraged to take advantage of the flexible time off policy to recharge and maintain their well-being. 

We recently re-evaluated and enhanced our parental leave policies to ensure they provide adequate support, particularly around short-term disability, to prevent financial strain during significant life events. 

To support individual growth and enhance our team’s skill sets, we offer professional development stipends, enabling employees to pursue learning opportunities that align with their career goals. 

We encourage and support internal mobility, allowing employees to explore new roles within the company. This initiative is backed by our compensation strategy, which ensures that lateral moves and promotions are fairly compensated based on the new responsibilities and market benchmarks.

 

 

OneView Commerce empowers retailers to optimize store and digital experiences from a single commerce platform.

 

How has OneView Commerce adapted its compensation and benefits to meet the ever-changing priorities of workers? What unique offerings set you apart?

Having to remain competitive with compensation and benefits packages over the last few years has been challenging for us as a small company. It has required us to flex our creativity muscle to enhance our total offering. 

 

“It has required us to flex our creativity muscle to enhance our total offering.”

 

In recent years we have gathered information during the interview process, through current employee surveys, and by observing the benefit trends of other employers to inform our decision-making here at OVC. Through our findings we made decisions to begin offering employer-paid short-term and long-term disability coverage, implement the OVC paid parental leave program and also offer a match for 401(k) participants. 

 

How does your compensation strategy support work-life balance and career advancement? 

Our compensation strategy at OVC is rooted in up-to-date compensation analysis reports that clearly define earning potential throughout the various stages of an individual’s journey in that role. For example, a software development engineer who is just starting their career at OVC knows the potential earnings available to them throughout the next five career steps. 

Leaders also use skill itemization matrices to lay out the necessary knowledge and skills necessary for an individual to be promoted to the next role, resulting in a compensation increase. The pairing of our compensation analysis reports with the skill itemization matrices has increased transparency and decreased confusion for all involved in the promotion discussion and decision-making process.