Companies AKASA

AKASA

South San Francisco

Total Offices: 3

110 Total Employees

48 Product + Tech Employees

Year Founded: 2019

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Engineering 3 AI & Machine Learning 1 Marketing 1 Product Management 1

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What's the Work-Life Balance Like at AKASA?

Q: How does AKASA approach flexible work arrangements?

At AKASA , flexibility and connection go hand in hand. We operate with a hybrid model designed to give employees autonomy in how they work while continuing to make in-person time genuinely valuable. For team members near our hubs in the Bay Area, Denver, and New York City, we host regular co-working days and quarterly “Hub Days” that bring energy and momentum to the office. We also fully support our remote AKASAns. In our offices, we invest intentionally to make that time meaningful. Offices are fully stocked, and lively with team working sessions, cross-functional collaboration, and space for organic connection. We provide lunch during the day and often host dinners or happy hours afterward, from TopGolf outings and MLB games to seasonal events like visiting the Rockefeller Center Christmas tree. At the same time, employees have real flexibility in their day-to-day schedules. In 2025, 96% of employees said they’re able to work in a way that works for them. Clear goals, supportive managers, and strong communication norms ensure flexibility drive performance, with 2025 being our best year yet.

Updated on March 05, 2026

Frequently Asked Questions

Flexibility Options

At AKASA, flexibility and connection go hand in hand.

We operate with a hybrid model designed to give employees autonomy in how they work while continuing to make in-person time genuinely valuable. For team members near our hubs in the Bay Area, Denver, and New York City, we host regular co-working days and quarterly “Hub Days” that bring energy and momentum to the office. We also fully support our remote AKASAns.

In our offices, we invest intentionally to make that time meaningful. Offices are fully stocked, and lively with team working sessions, cross-functional collaboration, and space for organic connection. We provide lunch during the day and often host dinners or happy hours afterward, from TopGolf outings and MLB games to seasonal events like visiting the Rockefeller Center Christmas tree.

At the same time, employees have real flexibility in their day-to-day schedules. In 2025, 96% of employees said they’re able to work in a way that works for them. Clear goals, supportive managers, and strong communication norms ensure flexibility drive performance, with 2025 being our best year yet.

Mental Health Support

We believe people can only do their best work when they feel fully supported, and as a healthcare company, we also recognize the importance of all kinds of health.

We provide comprehensive mental health support through Spring Health, which gives employees and their dependents access to therapy, coaching, and dedicated Care Navigators who help match them with the right provider.

We’ve also expanded our benefits to support major life moments and reduce stress in meaningful ways. Through Carrot, employees have access to inclusive fertility and family-forming support. For pet parents, we offer insurance and wellness plans through Fetch and Wagmo to help cover both routine and unexpected care. These benefits recognize that wellbeing extends beyond the individual.

Connection is another key part of mental health. As a distributed company, we invest intentionally in bringing people together. Twice a year, we host fully funded company-wide off-sites focused on alignment, recognition, and relationship-building. Throughout the year, our Hub Days create opportunities for in-person collaboration and informal connection. In 2025, 96% of employees said they feel comfortable asking teammates for help, which is a strong signal of psychological safety and supportive culture.

We also regularly run engagement and pulse surveys, treat culture as a company-level priority, and adjust when feedback tells us we can do better. 95% of employees say they feel supported by their manager, and 92% say AKASA is a great place to work.

At AKASA, supporting health is built into our benefits, our leadership expectations, and the way we show up for one another every day.

What People Are Saying About AKASA

Remote or Hybrid Flexibility: AKASA describes a distributed setup with optional hub collaboration days and twice‑yearly offsites, indicating day‑to‑day work can be done remotely with intentional in‑person connection. Company materials also highlight autonomy over schedules within this remote‑first approach.
Time Off Access: Company communications emphasize unlimited PTO with encouragement to actually use it, signaling norms that support taking time away. External recognition tied to workplace quality further reinforces that time off is culturally supported.
Wellbeing Programs: Benefits highlight mental‑health support through Spring Health and a free One Medical membership alongside comprehensive health coverage. These programs are positioned as underpinning wellbeing in tandem with flexible work.