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Rula
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What's the Work-Life Balance Like at Rula?
Frequently Asked Questions
Rula approaches workload and work-life balance through a combination of flexibility, clear operating practices, and wellbeing-focused benefits. As a fully remote, async-friendly company, employees can work from anywhere in the U.S. and have flexibility to structure their workdays while using focus time to support deep work. Transparent company goals, shared OKRs, and regular business reviews help teams stay aligned as priorities evolve, while leaders encourage employees to work at a sustainable pace.
The company reinforces this approach with benefits and practices that support employee wellbeing. Employees receive flexible paid time off, wellness days, mental health benefits, paid parental leave, and two companywide shutdown weeks each year. Regular manager check-ins, open communication, and ongoing employee feedback also help teams identify challenges and make adjustments as the company grows. Together, these practices reflect an intentional approach to balancing ambitious work with employee wellbeing.
Rula is a fully remote company, giving employees the flexibility to work from anywhere within the U.S. The company supports distributed work with async-friendly communication, clear expectations across time zones, and home office support that helps employees work effectively regardless of location. These practices are designed to provide flexibility while maintaining collaboration and alignment across teams.
Rula complements that flexibility with policies and programs that support employee wellbeing. Flexible paid time off, wellness days, and two companywide shutdown weeks each year encourage employees to recharge, while focus time helps protect uninterrupted work. Department offsites, city hubs, regular team check-ins, and other connection-building activities provide opportunities for employees to collaborate and build relationships despite working remotely.
Rula supports employees' mental health and wellbeing through a combination of comprehensive benefits, flexible work policies, and wellbeing-focused practices. Employees have access to mental health benefits, an Employee Assistance Program (EAP), wellness resources, and a fully remote work environment that offers flexibility to work from anywhere in the U.S. The company also provides flexible paid time off, wellness days, generous paid parental leave, and two companywide shutdown weeks each year to encourage employees to rest and recharge.
Beyond its benefits, Rula promotes sustainable ways of working through clear priorities, transparent communication, and regular manager check-ins. Employee resource groups, culture committees, department offsites, city hubs, and virtual connection programs help foster community across the company's distributed workforce. Together, these benefits and practices reflect Rula's commitment to supporting employee wellbeing while enabling teams to do meaningful work.
Rula's approach to work-life balance and wellbeing is based on the belief that long-term impact depends on long-term sustainability. Rather than treating wellbeing as a standalone benefit, the company incorporates it into how work is planned, how teams operate, and how employees are supported throughout their careers. This reflects an understanding that sustainable performance is built through intentional ways of working as well as comprehensive employee support.
For prospective employees, that means joining an organization that aims to balance ambitious goals with practices that help employees maintain their wellbeing over time. People who value flexibility, autonomy, and a workplace that recognizes the importance of sustainable performance are likely to find Rula's approach to work-life balance aligns well with how they want to work.
Rula Employee Perspectives
Rula promotes employee well-being by encouraging meaningful connections and recognizing that employees have lives beyond their work. Managers make personal check-ins part of regular one-on-one meetings, giving employees opportunities to share how they’re feeling and receive support when needed. Teams also strengthen relationships by celebrating personal milestones, sharing experiences outside of work and making space for informal conversations, helping employees feel valued as individuals rather than solely for their professional contributions.
“One of the most successful strategies has been weaving connections into the flow of work instead of treating it like an add-on. I start all one-on-ones with my team by checking in on how they’re doing as a human being — sometimes with a simple one–10 scale. It gives me a quick read on their headspace and helps me adjust how I show up for them.
We’ve also built habits that make connection part of our culture — sharing photos in Slack from our weekends or trips, celebrating life moments like babies, engagements and moves, and checking in on each other through it all. In team meetings, we carve out time for non-work topics — whether it’s a fun icebreaker or reading an article and sharing our perspectives. When connection is baked into the day-to-day like that, it feels natural — not like another task on the to-do list.”
Rula encourages employees to work efficiently while recognizing the importance of personal well-being. Although teams move quickly to develop new technologies and improve mental healthcare, the company emphasizes collaboration, experimentation and smarter ways of working rather than consistently long hours. Employees describe an environment where colleagues support one another, use AI tools to improve productivity and make steady progress through smaller, frequent improvements, helping them balance ambitious goals with sustainable workloads.
“AI is a once-in-a-life-time opportunity for us AI/ML engineers and software engineers in general. To seize the opportunity, everyone is expected to work hard. However we care about each others’ well being, so we don’t expect you to work 70 hours per week (some companies do); instead, we help each other to work smart to move fast. Having a mindset of experimentation, frequent iterative improvements instead of one big drop, quick prototyping and demos, embracing AI as coding assistants, etc. is the key to your success on our growing team.”
Rula Employee Reviews
What People Are Saying About Rula
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Remote or Hybrid Flexibility: Many roles are 100% remote, supporting location flexibility and telehealth work. Company materials also reference async-friendly practices intended to limit after-hours burden.
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Autonomy Over Hours: Therapists can choose working days and hours and adjust caseload, making it easier to align work with other commitments. This control is frequently highlighted as a major advantage for clinician roles.
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Time Off Access: Company communications describe flexible paid time off and two company-wide shutdown weeks each year. These practices support planned downtime and recovery.
Rula's Benefits
Offers a flexible time off policy
Offers generous PTO
Provides bereavement leave
Provides paid holidays
Provides paid sick days
Provides wellness days
In an effort to truly unwind, and invest in our core value of self care, Rula has two company-wide shutdown weeks a year.
Utilizes an Unlimited PTO policy
Utilizes company-wide vacation
We have week-long company shut downs in the summer and winter.
Has employee-led culture committees
Offers an Employee Assistance Program (EAP)
Offers company-sponsored outings
Each Rula team receives an annual offsite budget. Cities with 6+ employees also get a City Hub budget, supporting in-person connection and meaningful team relationships.
Offers Employee Resource Groups
Offers fitness stipend
We offer a $50/month wellness stipend.
Offers team workouts
Offers wellness initiatives designed to combat burnout and mental fatigue
Offers wellness programs
Provides employees with ability to schedule focus-time blocks
Async-friendly policies, culture that encourage work flexibility
Established expectations for communication between time zones
Utilizes a full-time remote friendly model
