Dataminr

New York, NY · founded 2009

Dataminr is a New York-based AI company founded in 2009 that detects real-time events from public data and alerts customers to breaking risks — its Pulse product serves corporate security and risk teams, and First Alert serves first responders and public-sector clients. It's one of NYC's top private technology companies and a late-stage (heavily VC-funded) firm rather than a public one. Culture messaging leans hard on inclusion, ERGs and social good; the real-time-alerting mission and public-safety/government client base mean the work can be high-tempo, and some of the perks (catered meals, stocked kitchen) are explicitly in-office only.

see the full file on Dataminr

19 open roles at Dataminr

documented benefits (22)

Mental health	yes
Dental	yes
Vision	yes
Disability	yes
Life insurance	yes
FSA	yes
Commuter benefit	yes
Parking or transit	yes
Birthing-parent leave	offered
Fertility support	yes
Fertility allowance	offered
Adoption & surrogacy support	offered
Equity	RSU
Refresh grants	yes
Gym / fitness subsidy	yes
Volunteer days	offered
Conference travel	yes
Choice of machine	yes
Fully remote roles	yes
Food	multiple_meals
Countries with offices	United States, United Kingdom, Ireland, Australia, Denmark
Offices	New York, Washington DC, Bozeman, Seattle, London, Dublin

notable perks

Cold brew coffee on tap in the office
Lunch and learns as part of professional development

the legal floor where they are

Set by law, not by Dataminr. It applies to every employer in NY.

IVF cycles the state covers	New York requires three IVF cycles, from large groups only. Insurance Law §§ 3221(k)(6)(C) and 4303(s)(3) require large group policies to cover 'three cycles of in-vitro fertilization (IVF) used to treat infertility and prescription drugs that are prescribed for the IVF treatment'. Large group means more than 100 employees, and the law applies to policies issued or renewed on or after 1 January 2020. Age restrictions are not permitted, and an insurer may not discriminate on age, sex, sexual orientation, marital status or gender identity. Small group and individual plans must cover basic infertility treatment such as intrauterine insemination but are NOT required to cover IVF. THE LIMIT THAT DECIDES WHETHER THIS REACHES YOU: the Department of Financial Services states that 'the IVF law does not apply to self-funded ERISA plans', nor to Medicaid managed care, the Essential Plan or Medicare. KFF's 2025 employer survey puts 67% of covered workers in a self-funded plan and 80% at firms of 200 or more, so at most large New York employers this law does not apply and the fertility benefit on the page is the company's own choice. (New York Insurance Law §§ 3221(k)(6)(C) and 4303(s)(3), effective 1 January 2020.)
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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