Affirm
San Francisco, CA · founded 2012
Affirm is the largest US buy-now-pay-later lender, founded by PayPal co-founder Max Levchin, and it is a remote-first public fintech headquartered on California Street in San Francisco. The culture is engineering-heavy and mission-framed around honest, transparent lending with no late fees, and it genuinely operates distributed, letting remote employees work anywhere in their home country. Benefits are strong on the family and time-off side, with 18 weeks of equal leave for birth and non-birth parents, a four-week return-to-work ramp, and 20 company-wide Away Days. The reality check is that Affirm is a consumer-lending business tied to interest rates and credit cycles, so the stock and the business have been volatile, and it ran layoffs in 2023. A good fit for people who want remote flexibility and fintech scale, with clear-eyed awareness of the cyclical business.
see the full file on Affirmdocumented benefits (20)
| Birthing-parent leave | 18 weeks |
|---|---|
| Partner leave | 18 weeks |
| How leave is framed | equal_all_parents |
| Fertility support | yes |
| Mental health | yes |
| Unlimited PTO | yes |
| Company shutdown | 4 weeks |
| Home-office stipend | offered |
| Food | stipend |
| Internal course catalog | yes |
| Fully remote roles | yes |
| Dental | yes |
| Vision | yes |
| Employer pays full premium | yes |
| Share of premium employer pays | 100% |
| Stock purchase plan | yes |
| Wellness stipend | offered |
| Median filed wage | $142,000 |
| Life insurance | yes |
| Disability | yes |
what Affirm pays
Median of 15 certified wages filed with the US Department of Labor: $142,000.
Half of Affirm's certified filings fall between $131,997 and $225,000.
| role | median | filings | range |
|---|---|---|---|
| software engineer ii | $161,637 | 3 filings | $142,000 to $161,637 |
| analyst ii, full stack | $140,000 | 3 filings | $124,000 to $140,000 |
| software engineer i | $131,997 | 2 filings | $130,000 to $131,997 |
Source: US Department of Labor, FY2025 Q4. Read 2026-07-27.
notable perks
- Four flexible spending 'wallets' — Technology, Food, Lifestyle, and family-forming — with monthly stipends for personal expenses
- 4-week phased return-to-work transition program at full base pay after parental leave
- 20 company-wide 'Away Days' a year, so the whole company collectively pauses to recharge
- Remote-first by default — if your role is remote you can set up shop anywhere in your home country
the legal floor where they are
Set by law, not by Affirm. It applies to every employer in CA.
| IVF cycles the state covers | California requires IVF from 1 January 2026, and only from large employers. SB 729 (2024) rewrote Health and Safety Code § 1374.55 so that a large group health care service plan contract 'issued, amended, or renewed on or after January 1, 2026, shall provide coverage for the diagnosis and treatment of infertility and fertility services, including a maximum of three completed oocyte retrievals with unlimited embryo transfers', following ASRM guidelines and using single embryo transfer where medically appropriate. Large group means 100 or more employees. Small group plans need only be OFFERED the coverage rather than provide it, religious employers are excluded, Medi-Cal managed care is exempt, and CalPERS plans are delayed to 1 July 2027. The original 1 July 2025 date was pushed back a budget trailer bill, AB 116 (2025). THE LIMIT THAT DECIDES WHETHER THIS REACHES YOU: a state insurance mandate binds only fully insured plans. A self-funded employer plan is governed federally under ERISA and is preempted, and KFF's 2025 employer survey puts 67% of covered workers — 80% at firms of 200 or more — in a self-funded plan. At most large California employers this law therefore does not apply, and the fertility benefit on the page is the company's own choice. (Senate Bill 729 (2024), which repealed and added Section 1374.55 of the Health and Safety Code and amended Section 10119.6 of the Insurance Code; the operative date was moved from 1 July 2025 to 1 January 2026 by Assembly Bill 116 (2025).) |
|---|---|
| Adoption leave the law gives | 12 workweeks of UNPAID job-protected leave in any 12-month period on the placement of a child for adoption or foster care, and only for employees who meet the FMLA eligibility test. There is no federal paid adoption leave. (Family and Medical Leave Act of 1993, 29 U.S.C. 2612(a)(1)(B) and 2612(c); eligibility at 29 U.S.C. 2611(2) and (4). Quoted from the 2023 edition of the US Code.) |
| Pay when you are ill | No federal law requires any paid sick leave. The FLSA does not require payment for time not worked, and the FMLA gives 12 workweeks of UNPAID job-protected leave in any 12-month period for a serious health condition, and only for employees who meet the FMLA eligibility test. Any paid sick time comes from a state or city law, or from the employer's own choice. (Fair Labor Standards Act, per the Department of Labor's statement on payment for time not worked; Family and Medical Leave Act of 1993, 29 U.S.C. 2612(a)(1)(D) and 2612(c). Quoted from the 2023 edition of the US Code on govinfo.gov.) |
Every claim above is sourced and dated. See sources on the full page.
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