Companies Oso

Oso

New York

36 Total Employees

20 Product + Tech Employees

Year Founded: 2019

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Oso Compensation & Benefits

Q: How does Oso ensure its pay and bonus plans are competitive?

We use Pave for compensation benchmarking to ensure our salary and equity packages are competitive with the market. Our compensation is based on Tier 1 city rates, and we pay at the 75th percentile in cash compensation comparative to companies at our funding stage. Our compensation philosophy is straightforward: we set pay based on how we expect someone will contribute to the team, not on factors like years of experience or negotiation skills. This approach ensures fairness while allowing us to attract and retain top talent in a competitive market. Our employees rate our compensation and benefits 4.9 out of 5 stars on Glassdoor, reflecting our commitment to competitive and fair pay.

Q: What are Oso's perks and benefits like?

Health & Wellness: Medical, vision, and dental insurance through Aetna Access to One Medical, Teledoc Health, and HealthAdvocate for convenient healthcare Mental wellness support through Talkspace and Spring Health for online therapy and coaching with mental health professionals Reproductive and family health care through Kindbody, including inclusive gynecology, fertility, and family-building support Financial Benefits: Stock options because we want everyone to be an owner here Tax-advantaged retirement savings through Empower Personalized financial planning guidance through Northstar FSA and commuter benefits to set aside pre-tax dollars for healthcare and commuting costs Time Off & Family Support: Unlimited PTO to rest and recharge Paid parental leave for all new parents to support bonding and family care Work Environment & Culture: Home office setup with access to all the latest tools and equipment you'll need Quarterly hackathons to innovate and experiment together Annual company offsite for team building and strategic planning Biweekly team lunches to connect and collaborate New hire welcome lunches and celebrations for employee milestones Referral equity program because great people attract great talent Our benefits reflect our commitment to supporting you as a whole person, not just an employee.

Q: Does Oso offer stock or equity, and how meaningful is it as part of the total compensation package?

Yes! Every team member at Oso receives stock options because we want everyone to be an owner here. Equity is a significant part of our total compensation package, not just an afterthought. We use Pave for equity benchmarking and offer equity at the 90th percentile based on tier 1 city rates, compared to companies at our funding stage. This means our equity grants are more generous than 90% of comparable startups, reflecting our belief that early team members should share meaningfully in the company's success. Our total compensation package is designed to be highly competitive while giving you substantial upside as Oso grows. As an early-stage, well-funded company backed by investors like Sequoia, Felicis, and Harpoon Ventures (having raised $26M to date), joining now means you'll have a disproportionately large impact not just on our product, but on the culture and future of the company itself. We also offer a referral equity program, rewarding team members who help us bring in great talent with additional equity.

Updated on September 09, 2026

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

How are the compensation & benefits at Oso?

Strengths in comprehensive healthcare, family support, and broad time-off policies are accompanied by uncertainties in retirement-plan specifics and compensation details, and a high-ownership pace that could temper PTO usage. Together, these dynamics suggest a compelling total-rewards offering whose realized value depends on clarified plan terms and team-level norms for time away and pay.

Key Insight for Candidates

Defining pattern: Above‑market cash anchored to Tier‑1 benchmarks with intentionally outsized equity, paired with unusually comprehensive, family‑inclusive healthcare and mental‑health perks. This ownership‑first model boosts total rewards and support. Candidates who value equity upside and holistic benefits will find strong fit.

Evidence in Action

75th Percentile Cash Benchmarking — 75th percentile cash for Tier‑1 city rates and equity near the 90th percentile are explicitly benchmarked for the company’s stage. Employees receive above‑market, transparent pay with reduced negotiation bias, strengthening perceived fairness, motivation, and retention through meaningful ownership.
Family Mental Health Coverage — Spring Health and Talkspace provide company‑covered mental‑health support for employees and their families. This lowers barriers to timely care and burnout risk, improving well‑being, focus, and productivity while signaling that family health is a core part of total compensation.

Positive Themes About Oso

Healthcare Strength: Benefits include medical, dental, and vision coverage with added access to One Medical, Teladoc/HealthAdvocate, and robust mental-health programs via Spring Health and Talkspace. Reproductive and family health services through Kindbody further broaden clinical support.
Parental & Family Support: Paid parental leave is provided for all new parents, and mental-health resources extend to employees’ families. Family-building support via Kindbody indicates attention to diverse and inclusive family needs.
Leave & Time Off Breadth: Unlimited PTO and noted paid sick/holiday time are positioned to support rest and flexibility. Flexible work options and regular company offsites reinforce time-away and recharge opportunities.

Considerations About Oso

Limited Leave & Time Off: An explicitly high-ownership environment that “works harder than most” may influence how freely an unlimited PTO policy is used in practice.
Inadequate Retirement Support: Public materials reference a 401(k) but do not clearly outline plan details or any employer match. Key elements such as provider specifics, eligibility, and match formula require confirmation during the offer process.
Unfair & Opaque Compensation: Compensation is framed as benchmarked and contribution-based, yet many specifics remain employer-described and role/location dependent, making exact ranges and equity value unclear without offer-stage verification.

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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.