hims & hers
hims & hers Compensation & Benefits
This page summarizes recurring themes identified from responses generated by popular LLMs to common candidate questions about hims & hers and has not been reviewed or approved by hims & hers.
How are the compensation & benefits at hims & hers?
Strengths in healthcare, time off, and broad equity access are accompanied by a modest 401(k) match and uneven pay progression, with eligibility varying by role and employment status. Together, these dynamics suggest a well‑rounded package on paper whose realized value depends on role type and long‑term growth opportunities.
Key Insight for Candidates
Defining tradeoff: strong upfront benefits and equity, modest cash growth. Hims & Hers offers comprehensive healthcare, remote-first perks, generous PTO/parental leave, and broad equity/ESPP, but salary increases and the 401(k) match tend to be limited. Expect total rewards to lean on benefits and ownership rather than top-tier cash/retirement.Evidence in Action
- Modest 401(k) Match — The 401(k) plan offers a 50% employer match up to a $3,000 annual cap. Employees receive baseline retirement support but, per recurring employee feedback, must self-fund more to hit savings goals versus richer-match employers.
- Remote-First Connectivity Stipend — A work-from-anywhere in the U.S. policy includes a $75 monthly connectivity/utility stipend. This normalizes remote workflows and offsets home-office costs, improving flexibility and reducing out-of-pocket expenses for distributed teams.
Positive Themes About hims & hers
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Healthcare Strength: Health coverage includes medical, dental, and vision for employees and families, with HSA/FSA options, an Employee Assistance Program, and short/long‑term disability and life insurance. These offerings indicate robust core healthcare support.
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Leave & Time Off Breadth: Paid parental leave up to 20 weeks and “generous PTO” are explicitly offered for eligible full‑time employees. This scope of leave supports time away for family needs and rest.
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Equity Value & Accessibility: Most employees are noted as eligible for equity grants, and an ESPP is available. Broad ownership access can enhance total rewards for many roles.
Considerations About hims & hers
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Inadequate Retirement Support: The 401(k) match is described as 50% of employee contributions up to a $3,000 annual cap. This level is characterized as modest versus some tech peers, limiting retirement upside.
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Stagnant Pay & Limited Progression: Experiences with pay increases are described as uneven, with some teams noting limited merit growth over time. This can constrain longer‑term compensation progression despite baseline strengths in the package.
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Exclusive or Unequal Benefits Coverage: Eligibility for certain benefits and equity varies by role and employment status, with disclosures emphasizing full‑time salaried U.S. employees and noting that the “majority” are eligible. On‑site fulfillment/pharmacy roles also differ from remote‑first corporate roles, creating uneven access to specific perks.
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