Nike, corporate roles

Beaverton, OR · founded 1964

Nike is a global athletic and sportswear company headquartered in Beaverton, Oregon. The company emphasizes a collaborative culture united by passion for sport, with modern dynamic workspaces and innovative labs designed for creativity. Nike positions itself as a place where employees can pursue ambitious goals while maintaining work-life balance through flexible benefits.

see the full file on Nike, corporate roles

documented benefits (16)

Unlimited PTO	yes
Your premium	offered
Offices	Beaverton, Oregon, New York City, New York, Hilversum, Shanghai, Laakdal
Median filed wage	$178,231
On-site gym	Free access to Nike's sport centres at the Philip H. Knight Campus is stated for full-time employees AND North America store employees — one of the few Nike benefits the company writes down as reaching store staff rather than corporate only.
Financial advising	Unlimited free financial coaching through a third-party provider, stated in Nike's FY2026 annual report as covering all US employees — a population that includes store athletes, not only corporate staff.
Mental health	Free confidential visits with a mental health counsellor through a third-party provider and the global Employee Assistance Program, stated for all employees and their families globally — retail and part-time staff included in that population (Nike's headcount of roughly 73,000 at 31 May 2026 counts retail and part-time employees).
Gender pay gap, median	1.3%
Gender pay gap, mean	3%
Bonus gap, median	20%
Women in the top pay quartile	50%
Women in the workforce	53%
Life insurance	yes
Dental	yes
Vision	yes
Disability	yes

what Nike, corporate roles pays

Median of 58 certified wages filed with the US Department of Labor: $178,231.

Half of Nike, corporate roles's certified filings fall between $154,577 and $200,000.

role	median	filings	range
software engineer	$161,257	11 filings	$124,593 to $191,599
lead software engineer	$195,700	9 filings	$178,244 to $210,000
lead software engineer	$209,724	4 filings	$194,619 to $213,190
senior data engineer	$154,577	3 filings	$149,247 to $167,103
software engineer iii	$163,193	2 filings	$161,257 to $163,193

Source: US Department of Labor, FY2025 Q4. Read 2026-07-27.

the legal floor where they are

Set by law, not by Nike, corporate roles. It applies to every employer in Beaverton, OR.

IVF cycles the state covers	THERE IS NO FEDERAL MANDATE. No US law requires an employer health plan to cover IVF or any infertility treatment, so coverage comes either from the insurance mandate in the state where the plan is written or from the employer's own choice. And the state mandates reach less far than they look: they bind fully insured plans bought from a state-regulated carrier, while a self-funded employer plan is governed federally under ERISA and is preempted from state insurance regulation. KFF's 2025 employer survey puts 67% of covered workers in a self-funded plan, and 80% of those at firms of 200 or more — so at the size of employer this site mostly covers, the state mandate usually does not apply, and any fertility benefit is a genuine company choice rather than a restatement of law. That is precisely why it belongs on a benefits page here. Perks has not yet read this employer's own state insurance mandate from an official source; the states that have been read carry their own entry. (No federal statute requires an employer health plan to cover infertility treatment or IVF. The Employee Retirement Income Security Act of 1974 (ERISA) preempts state insurance regulation as applied to self-funded employer plans, which is why a state mandate does not reach them.)
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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