Linear
San Francisco, CA · founded 2019
Linear is a tiny (~100 people), fully-remote company that builds a beloved project-management tool, and its whole identity is obsessive product craft on a small, very senior team. Work is deeply async: weekly written updates replace status meetings, there's one product team on a single roadmap with no OKRs and no A/B testing, and small two-to-four-person projects are often led by an engineer or designer rather than a manager. The people who work there (a small, glowing review sample) praise the autonomy, the deep-work focus and how few meetings there are. The honest catch is that the hiring bar is stringent and the team stays deliberately small, so roles and internal growth are limited — and every candidate does a paid multi-day work trial before an offer. It's a maker's dream and a career-ladder-climber's mismatch.
see the full file on Lineardocumented benefits (19)
| Birthing-parent leave | 17 weeks |
|---|---|
| Partner leave | 17 weeks |
| Countries with offices | United States, United Kingdom |
| Equity | options |
| Refresh grants | yes |
| Days in office | 0 |
| Office policy | Remote-first with no required commute; optional co-working offices in San Francisco, New York and London, plus paid co-working space or a desk elsewhere, with periodic team off-sites and occasional travel. |
| Fully remote roles | yes |
| PTO | 25 days |
| Sabbatical | yes |
| Sabbatical after | 4 |
| Offices | San Francisco, New York, London |
| Food | stipend |
| Home-office stipend | offered |
| Funding stage | Series C |
| Last round | $82,000,000 |
| Valuation at last round | $1,250,000,000 |
| Last round closed | 2025-06 |
| Publicly traded | offered |
notable perks
- Annual week-long company offsite that brings the entire company together (Copenhagen 2025; past ones in Mexico City, Helsinki and Lisbon)
- Hack Week once or twice a year to step away from regular work and build for the fun of it
- Quality Wednesdays — recurring craft sessions that train the team to notice what is off
- The Great Linear Bake-Off, a company baking competition that brings people together outside of project work
- Per-team meetups at least once a year, usually in the opposite season from the company offsite
- Opt-in coworking hubs in Berlin, New York and San Francisco with no expectation to show up
- Linear Infinity liquidity program — ran a tender offer letting current and former teammates sell vested options at the same $1.25B price as investors
the legal floor where they are
Set by law, not by Linear. 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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