hims & hers

San Francisco

732 Total Employees

Year Founded: 2017

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hims & hers Compensation & Benefits

Updated on September 08, 2026

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: Attractive day-one benefits (strong healthcare, generous PTO/parental leave, remote-first stipend, equity/ESPP) paired with a modest 401(k) match and restrained pay growth. This skews total rewards toward near-term perks over long-term wealth building, so candidates prioritizing retirement savings and comp progression may feel underwhelmed.

Evidence in Action

Remote-First $75 Stipend — The work-from-anywhere in the U.S. policy provides a $75 monthly connectivity/utility stipend. This normalizes distributed work support and offsets home-office costs, enhancing flexibility and equitable access for remote employees.
Modest 401(k) Match — The 401(k) plan matches 50% of employee contributions up to a $3,000 annual cap. This fosters baseline retirement savings but pushes employees to rely more on equity/ESPP or personal savings to reach long-term financial targets.

Positive Themes About hims & hers

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.
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.
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

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.
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.
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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These insights are generated using AI and may not reflect internal data or verified company information. They are intended solely for general informational purposes and should not be considered a definitive assessment of the company’s reputation. If you are a representative of this company, and would like this page to be removed, you may contact us via this form.