Aurora Solar

San Francisco, CA · founded 2013

Aurora Solar makes cloud software for designing, selling, and delivering solar energy systems (residential and commercial). It was founded in 2013 by Christopher Hopper and Samuel Adeyemo after they spent seven months hand-assembling tools to design a single solar system; the pitch is that designing a PV system should be as easy as installing one. It has raised roughly $920M across Series A-D and runs as a remote-first company headquartered in San Francisco. Benefits look genuinely strong on paper (fully covered health plans, 16 weeks parental leave, flexible PTO), but the careers page is thin on the harder numbers like 401(k) match and equity.

see the full file on Aurora Solar

9 open roles at Aurora Solar

documented benefits (12)

Birthing-parent leave16 weeks
Partner leave16 weeks
How leave is framedequal_all_parents
Dentalyes
Visionyes
Employer pays full premiumyes
Unlimited PTOyes
Fully remote rolesyes
Office policyRemote-first team, with office options available
Home-office stipend$500
Life insuranceyes
Disabilityyes

notable perks

the legal floor where they are

Set by law, not by Aurora Solar. It applies to every employer in CA.

IVF cycles the state coversCalifornia 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 gives12 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 illNo 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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