Human Interest
San Francisco, CA
Human Interest is a San Francisco fintech that builds affordable, full-service 401(k) and 403(b) retirement plans for small and mid-sized businesses — the classic 'we sell the thing we also use ourselves' story, since employees save in the company's own plan. It reports serving 47,000+ businesses and frames its mission around closing the retirement-savings gap for people at smaller employers. Culture is organized around five operating principles (customer obsession, long-term orientation, autonomous teams, an escalating bar for talent, and fundamental optimism), and the company runs two hubs: a Financial District HQ for product/engineering and a Lindon, Utah center for customer success operations. Benefits skew genuinely strong for a company this size — 100% employer-paid employee health premiums, a dollar-for-dollar 401(k) match to 4%, stock options for everyone, and fertility/family-forming support. Honest caveat: parental leave is only described as 'generous' without a number, and stipend dollar amounts aren't published, so verify the specifics in an offer.
see the full file on Human Interest77 open roles at Human Interest
documented benefits (24)
| Retirement match | dollar-for-dollar up to 4% |
|---|---|
| Retirement match ceiling | 4% |
| Employer pays full premium | yes |
| Dental | yes |
| Vision | yes |
| HSA | yes |
| HSA employer contribution | offered |
| Mental health | yes |
| Financial advising | yes |
| Disability | yes |
| Life insurance | yes |
| Fertility support | yes |
| Equity | options |
| Charitable donation match | yes |
| Donation match cap | $1,000 |
| Home-office stipend | offered |
| Learning budget | offered |
| Wellness stipend | offered |
| Unlimited PTO | yes |
| Food | lunch |
| On-site gym | yes |
| Offices | San Francisco, Lindon |
| Last round | $92,780,005 |
| Last round closed | 2024-10-08 |
notable perks
- Secure bicycle storage and showers at the San Francisco office for cyclists and commuters
- Basketball and pickleball courts at the Lindon, Utah office
- Employees save in the company's own 401(k) product — the same plan Human Interest sells to customers
the legal floor where they are
Set by law, not by Human Interest. 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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