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 coverage, time off, and equity access are accompanied by concerns about limited pay growth, sparse cash incentives, and uneven benefit eligibility by role. Together, these dynamics suggest a comprehensive benefits foundation whose perceived value can be tempered by progression and incentive structures for certain groups.
Key Insight for Candidates
Defining tradeoff: a generous-sounding, remote-first package (unlimited PTO, quarterly mental-health days, ESPP, $75 connectivity stipend) versus limited transparency and practical usability (401(k) match and parental-leave specifics undisclosed; PTO use depends on team pace). This matters because headline perks may underdeliver unless you confirm terms and norms pre-offer.Evidence in Action
- Quarterly Mental-Health Days — Quarterly mental-health days are a standing paid-time-off benefit built into the calendar. This predictable recovery cadence normalizes rest and helps employees manage pace and stress without burning their regular PTO.
- 75 Connectivity Stipend — $75 monthly connectivity stipend is provided for internet, cell, and data in a remote-first setup. This offsets recurring home-office costs and boosts take-home value, making remote work more sustainable across roles and locations.
Positive Themes About hims & hers
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Healthcare Strength: Full, high-coverage medical, dental, and vision plans are provided for individuals and families, with HSA/FSA options. Coverage breadth is emphasized as a core part of the package.
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Leave & Time Off Breadth: Generous PTO—often described as unlimited—comes alongside company holidays, quarterly mental health days, and generous parental leave. These policies signal strong support for time away and family needs.
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Equity Value & Accessibility: Stock options or equity and an Employee Stock Purchase Program are included for many full-time roles. Competitive salary bands are paired with ownership opportunities to enhance total rewards.
Considerations About hims & hers
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Stagnant Pay & Limited Progression: Salary ranges are described as narrow with limited variation by location or experience, implying constrained room for significant increases. Reports of infrequent raises and limited advancement reinforce concerns about pay growth.
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Weak & Unreliable Incentives: Yearly bonus programs are described as limited or absent in some areas. This reduces perceived upside beyond base pay and equity.
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Exclusive or Unequal Benefits Coverage: Benefit eligibility and packages can differ by role or employment type, with some provider or contractor positions not receiving the same offerings as corporate employees. Such variation creates uneven access to the full rewards suite.
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