Docusign
San Francisco, CA · founded 2003
Docusign is the company that made the electronic signature mainstream, and it is expanding into broader agreement-management and AI-driven contract tooling. Headquartered in San Francisco, it is a mature public SaaS company rather than a hot startup, which shapes the experience: stable products, a large go-to-market org, and benefits that are notably strong on health and family, including 100%-employer-paid plan options and up to six months of bonding leave. Like much of enterprise SaaS, it went through pandemic overexpansion followed by cost discipline and layoffs in 2023-2024, and it navigated activist-investor pressure. Compensation and equity are competitive but tied to a public stock that has been range-bound since its 2021 highs. A good fit for people who want solid, well-rounded benefits at an established company rather than early-stage upside.
see the full file on Docusigndocumented benefits (19)
| Birthing-parent leave | 26 weeks |
|---|---|
| Fertility support | yes |
| Egg freezing | yes |
| Backup care | yes |
| Employer pays full premium | yes |
| Mental health | yes |
| Financial advising | yes |
| Tuition reimbursement | offered |
| Wellness stipend | offered |
| On-site gym | yes |
| Food | snacks |
| Volunteer days | offered |
| Fully remote roles | yes |
| Home-office stipend | offered |
| Median filed wage | $187,574 |
| Life insurance | yes |
| Dental | yes |
| Vision | yes |
| Disability | yes |
what Docusign pays
Median of 71 certified wages filed with the US Department of Labor: $187,574.
Half of Docusign's certified filings fall between $180,710 and $203,500.
| role | median | filings | range |
|---|---|---|---|
| sr. software engineer | $180,710 | 13 filings | $180,100 to $201,410 |
| senior software engineer | $180,710 | 11 filings | $152,131 to $212,202 |
| manager, engineering | $200,907 | 6 filings | $198,390 to $229,600 |
| software engineer | $170,000 | 3 filings | $139,152 to $170,000 |
| lead technical product manager | $177,900 | 2 filings |
Source: US Department of Labor, FY2025 Q4. Read 2026-07-27.
notable perks
- Anywhere Tech Allowance reimburses home internet, business mobile and remote productivity tech for remote, hybrid and in-office staff
- Breast milk shipping benefit for traveling parents
- Backup adult care (not just child care), plus ongoing-care resources, through Care.com
- Paid bereavement time off following the loss of a loved one and other life-changing events
- Club gym included in employment at select offices
- Office kitchens stocked with fruit, snacks, energy drinks and coffee
- Focus rooms for heads-down time and open lounges for collaboration
the legal floor where they are
Set by law, not by Docusign. 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.
Work at Docusign and something here is wrong or out of date? Tell us at hello@perks.global and we will check it.