Cedar
What's the Work-Life Balance Like at Cedar?
Frequently Asked Questions
Cedar is a fast-paced, high-intensity environment — and we're honest about that. At the same time, we don't believe that our mission or our values should come at the expense of the people who carry them forward.
John, our Senior People Business Partner, describes it this way: "We want you to incorporate your whole self, your family — all of that — into what we know about you at Cedar. And even though it is intense, it's fast-paced, it's exciting — all of that is in addition to what you bring to the table, and the boundaries that you want to set." Our leadership models this. We believe personal boundaries and professional ambition are compatible, and we trust people to manage them as adults.
We've deepened our commitment to hybrid and remote work rather than pulling back from it. Our New York office remains an option for those who want it, and we've created nine geographic hubs throughout the country — each with a captain and a budget for co-working and social events — to serve Cedarians who don't live in New York.
We also offer a mini-hub model so employees in smaller concentrations can propose and plan their own connection events. The goal is equitable treatment across work styles, not identical treatment: remote employees get flexibility; in-person employees get access to a well-appointed office.
We support wellbeing through a combination of structural and cultural investments. Structurally, we offer access to mental health resources through our benefits package. (EAP resources, counselling support, wellness days and programs)
Culturally, we work to build an environment of psychological safety — where people feel safe to ask questions, take chances, and be honest about what they need. We measure psychological safety formally in our engagement survey, and our scores show a genuinely psychologically safe organisation. We also believe that management quality is a key driver of employee wellbeing, which is why we invest so heavily in manager development.
We're a company that takes the urgency of our mission seriously without using it as justification for burning people out. The healthcare crisis is real and getting worse — but the people doing this work are also real, and their sustainability matters to us.
Culture is "always in beta" at Cedar, and we remain agile and responsive to what our team tells us they need. We always retain space and bandwidth to adjust and meet opportunities to better serve our people — from our benefits to our ways of working.
Cedar Employee Perspectives
We’re very intentional with our calendars, setting out working hours and boundaries for when we are free or not free. We all want to be successful, and the team has high ownership over what they need to do in order to produce their best work.
What People Are Saying About Cedar
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Remote or Hybrid Flexibility: Company materials highlight location flexibility (remote or NYC HQ), hybrid options, and remote‑friendly team events that support varied working arrangements.
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Time Off Access: Policies list unlimited PTO across vacation, sick, and mental health time, paid holidays, periodic company‑wide shutdowns, and fully paid parental leave to enable meaningful unplugging.
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Boundary Respect: Teams are encouraged to set clear working hours and calendar boundaries, signaling norms that protect focus time and personal commitments.
Cedar's Benefits
Provides paid holidays
Provides paid sick days
Utilizes an Unlimited PTO policy
Utilizes company-wide vacation
Cedar offers company wide shut downs around major holidays
Has employee-led culture committees
Offers company-sponsored happy hours
Offers company-sponsored outings
Offers Employee Resource Groups
Offers wellness programs
Provides onsite meditation space
Provides opportunities to volunteer in the local community
Offers a remote work program
Cedar offers a very flexible remote work program, both pre-COVID and after.
Utilizes a flexible work schedule
Utilizes a hybrid work model
