Honeycomb
San Francisco, CA · founded 2016
Honeycomb is an observability platform that helps engineering teams understand their software in production, founded in 2016 by Charity Majors and Christine Yen out of their experience running ops and infrastructure. Culturally it is emphatically remote-first ('you're not going to see a back-to-office email') and leans on an autonomy-heavy 'we hire adults' philosophy, even reserving a board seat for a frontline employee. Caveats: it is a mid-size venture-backed startup, so equity is options rather than RSUs and the usual startup volatility applies.
see the full file on Honeycombdocumented benefits (23)
| Birthing-parent leave | 16 weeks |
|---|---|
| Partner leave | 16 weeks |
| How leave is framed | equal_all_parents |
| Fertility support | yes |
| IVF specifically | yes |
| Egg freezing | yes |
| Adoption & surrogacy support | offered |
| Employer pays full premium | yes |
| Share of premium employer pays | 100% |
| Dental | yes |
| Vision | yes |
| Life insurance | yes |
| Equity | options |
| Unlimited PTO | yes |
| Fully remote roles | yes |
| Office policy | Remote-first; the company publicly commits not to issue a return-to-office mandate. |
| Work from abroad | yes |
| Home-office stipend | offered |
| Funding stage | Series D |
| Last round | $50,000,000 |
| Total raised | $150,000,000 |
| Last round closed | 2023-04 |
| Publicly traded | offered |
notable perks
- Reserves a board seat for a frontline employee to bring customer-centric insight into company governance
- Pays San Francisco-market salaries regardless of where an employee lives or moves
- Distributed-team rituals: All Hands, Demo Days, Donut Chats and virtual team lunches
the legal floor where they are
Set by law, not by Honeycomb. 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.
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