ElevenLabs
London · founded 2022
ElevenLabs is an AI research and product company building natural-sounding speech synthesis, voice cloning, multilingual audio and conversational AI agents. Founded in 2022 by Piotr Dabkowski (CTO) and Mateusz Staniszewski (CEO), it grew fast: a $500M Series D in February 2026 put it at an $11B valuation ahead of a possible IPO. It is headquartered in New York with hubs in London and Warsaw and staff across 30+ countries, and it runs as a remote-first, high-autonomy, lean-team culture that prizes documentation over meetings. Caveats: the public careers material sells the vibe but publishes almost no hard benefit numbers, so verify pay, equity, pension and leave directly with the recruiter; the London site is a hub, not the HQ.
see the full file on ElevenLabsdocumented benefits (5)
| Fully remote roles | yes |
|---|---|
| Office policy | Remote-first; collaboration is intentionally asynchronous, with physical hubs in New York, London and Warsaw |
| Learning budget | offered |
| Offices | New York, London, Warsaw |
| Countries with offices | US, GB, PL |
notable perks
- Annual company-wide offsite in a new location each year - past offsites have included Croatia and Italy
- Annual discretionary stipend to travel and meet up with colleagues however you choose
- Monthly co-working stipend for staff not located near one of the main hubs
the legal floor where they are
Set by law, not by ElevenLabs. It applies to every employer in London.
| PTO | 28 (Working Time Regulations 1998; Employment Rights Act 1996) |
|---|---|
| Birthing-parent leave | 52 (Working Time Regulations 1998; Employment Rights Act 1996) |
| Partner leave | 2 (Working Time Regulations 1998; Employment Rights Act 1996) |
| State pension | auto-enrolment: employer contributes at least 3% of qualifying earnings (Working Time Regulations 1998; Employment Rights Act 1996) |
| Disability rights at work | Equality Act 2010: disability is a protected characteristic and s.20 imposes a duty to make reasonable adjustments (Working Time Regulations 1998; Employment Rights Act 1996) |
| Neurodivergent adjustments | Reasonable adjustments are owed on the IMPACT of a condition, not on a diagnosis. ACAS is explicit that no formal diagnosis is required, so the duty can arise before anyone has been assessed -- which matters when an adult autism assessment is a multi-year wait. Autism, ADHD, dyslexia, dyspraxia and dyscalculia are covered where the effect on day-to-day activities is substantial and long-term. Asking for an adjustment is itself protected: you cannot lawfully be dismissed or treated worse for asking. (Working Time Regulations 1998; Employment Rights Act 1996) |
Every claim above is sourced and dated. See sources on the full page.
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