Anrok
San Francisco, CA
Anrok is a San Francisco fintech that automates sales-tax and VAT/GST compliance end-to-end for SaaS and internet businesses, pitching itself as 'the tax engine for the modern internet economy.' It's a venture-backed, still-early-stage company (Khosla-led $30M Series B at a ~$250M valuation in April 2024, with Index and Sequoia also on the cap table) whose customers skew AI-native — Anthropic, Cursor and Notion among them. The vibe it advertises is first-principles and heavily AI-native ('AI isn't a side project, it's how we work'), with an owner's-mindset expectation typical of a growth-stage startup. Practically: the SF HQ is by the Embarcadero, hub staff in SF/NYC/Salt Lake City are expected in-office three days a week, and roles outside those hubs are fully remote within the US. Honest caveats — it's small and fast-moving, in-office presence is expected in the hub cities, and specifics like parental-leave length, 401(k) match and PTO amounts aren't published.
see the full file on Anrokdocumented benefits (19)
| Birthing-parent leave | offered |
|---|---|
| Partner leave | offered |
| Employer pays full premium | yes |
| Share of premium employer pays | 100% |
| Dental | yes |
| Vision | yes |
| Days in office | 3 |
| Office policy | Hybrid: in-person 3 days per week for staff in the SF, New York and Salt Lake City hubs; fully remote (US only) for employees outside those hub cities. |
| Fully remote roles | yes |
| Food | lunch |
| Learning budget | offered |
| Conference travel | yes |
| Home-office stipend | offered |
| Phone & internet | offered |
| Wellness stipend | offered |
| Offices | San Francisco, New York, Salt Lake City |
| Last round | $47,564,673 |
| Last round closed | 2024-04-11 |
| Total raised | $51,899,630 |
notable perks
- One Medical membership covered for on-demand primary care
- Daily catered lunch and snacks at the San Francisco (Embarcadero) office
- Annual company-wide team offsites rotating around the SF, New York and Salt Lake City hubs
the legal floor where they are
Set by law, not by Anrok. 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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