Cadence Design Systems
San Jose · founded 1988
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documented benefits (10)
| Median filed wage | $156,853 |
|---|---|
| Gender pay gap, median | 25.5% |
| Gender pay gap, mean | -12.1% |
| Bonus gap, median | 76.7% |
| Women in the top pay quartile | 14.5% |
| Women in the workforce | 22.2% |
| Life insurance | yes |
| Dental | yes |
| Vision | yes |
| Disability | yes |
what Cadence Design Systems pays
Median of 52 certified wages filed with the US Department of Labor: $156,853.
Half of Cadence Design Systems's certified filings fall between $142,405 and $180,960.
| role | median | filings | range |
|---|---|---|---|
| lead application engineer | $139,235 | 5 filings | $132,142 to $166,650 |
| principal application engineer | $150,447 | 5 filings | $150,447 to $198,702 |
| sr. principal software engineer | $180,960 | 4 filings | $172,744 to $184,242 |
| principal product engineer | $156,853 | 3 filings | $148,054 to $168,639 |
| sr. solutions engineer - ae | $106,291 | 3 filings | $95,472 to $112,362 |
| principal software engineer | $178,131 | 3 filings | $154,606 to $183,093 |
Source: US Department of Labor, FY2025 Q4. Read 2026-07-29.
the legal floor where they are
Set by law, not by Cadence Design Systems. It applies to every employer in San Jose.
| IVF cycles the state covers | THERE IS NO FEDERAL MANDATE. No US law requires an employer health plan to cover IVF or any infertility treatment, so coverage comes either from the insurance mandate in the state where the plan is written or from the employer's own choice. And the state mandates reach less far than they look: they bind fully insured plans bought from a state-regulated carrier, while a self-funded employer plan is governed federally under ERISA and is preempted from state insurance regulation. KFF's 2025 employer survey puts 67% of covered workers in a self-funded plan, and 80% of those at firms of 200 or more — so at the size of employer this site mostly covers, the state mandate usually does not apply, and any fertility benefit is a genuine company choice rather than a restatement of law. That is precisely why it belongs on a benefits page here. Perks has not yet read this employer's own state insurance mandate from an official source; the states that have been read carry their own entry. (No federal statute requires an employer health plan to cover infertility treatment or IVF. The Employee Retirement Income Security Act of 1974 (ERISA) preempts state insurance regulation as applied to self-funded employer plans, which is why a state mandate does not reach them.) |
|---|---|
| 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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