Medallion

San Francisco

200 Total Employees

Year Founded: 2020

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Medallion Compensation & Benefits

Updated on September 08, 2026

This page summarizes recurring themes identified from responses generated by popular LLMs to common candidate questions about Medallion and has not been reviewed or approved by Medallion.

How are the compensation & benefits at Medallion?

Strengths in healthcare coverage, time-off breadth, and flexible, remote-first perks are accompanied by concerns about internal pay equity, slower pay progression, and limited retirement matching. Together, these dynamics suggest a package that is attractive on benefits and flexibility while requiring closer scrutiny of compensation structures and retirement provisions by role and level.

Key Insight for Candidates

Defining tradeoff: standout healthcare (including some 100%-covered options), remote-work stipends, and L&D support, but typically no employer 401(k) match. This favors immediate well-being and flexibility over long-term retirement benefits. Candidates prioritizing retirement savings should confirm current terms and factor equity accordingly.

Evidence in Action

Remote-First Stipend & Coworking — A monthly work-from-home stipend and WeWork coworking access are standard remote-first benefits. This predictable support offsets home-office costs and gives employees flexible, professional space to collaborate and focus from anywhere.
No 401(k) Match — A 401(k) without employer match is the prevailing policy cited in employee feedback. Employees must self-fund retirement more aggressively, weighting healthcare, equity, and stipends as larger components of total compensation value.

Positive Themes About Medallion

Healthcare Strength: Healthcare coverage is described as comprehensive, including medical, dental, and vision with options fully covered for employees and dependent coverage available. Mental health resources and HSA options with employer contributions are also referenced.
Leave & Time Off Breadth: Time off is portrayed as generous, with unlimited PTO alongside company holidays in a remote-first environment. Parental leave is included, though exact lengths are not consistently public.
Flexible Benefits: Flexible, remote-first support is emphasized through monthly work-from-home and team-connection stipends plus access to coworking spaces. An annual learning and development grant further broadens the benefits mix.

Considerations About Medallion

Unfair & Opaque Compensation: Pay is described as uneven across comparable levels, with pay gaps noted between individuals at the same level. This raises concerns about internal equity and clarity around pay practices.
Stagnant Pay & Limited Progression: Compensation growth is depicted as constrained, with raises reportedly delayed or not granted due to staffing and backfilling issues. Such dynamics suggest limited progression pathways in some functions.
Inadequate Retirement Support: Retirement support is characterized as limited, with a 401(k) reportedly offered without an employer match. This stands out as a gap relative to otherwise strong health and lifestyle benefits.

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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.