Outreach
Seattle, WA · founded 2014
Outreach sells an AI-powered revenue workflow platform to enterprise sales and marketing teams and has earned genuine praise for its product quality—immediate teams are typically professional and focused. The company's culture reputation has been hurt by multiple rounds of layoffs and executive turnover, creating a sense of unclear strategy and planning turbulence. Benefits are solid: extended parental leave, unlimited PTO, and remote-eligible roles across most teams.
see the full file on Outreachdocumented benefits (11)
| How leave is framed | equal_all_parents |
|---|---|
| Fertility support | yes |
| Dental | yes |
| Vision | yes |
| Disability | yes |
| Life insurance | yes |
| Office policy | US roles are remote-eligible nationwide, with in-office teams in Seattle and Atlanta preferred; the UK office runs hybrid at two days a week. |
| Fully remote roles | yes |
| Unlimited PTO | yes |
| Offices | Seattle, Atlanta |
| Food | snacks |
notable perks
- Parental leave includes an optional paid night nurse
- New parents get a gradual, phased return-to-work ramp
the legal floor where they are
Set by law, not by Outreach. It applies to every employer in Seattle, WA.
| 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.
Work at Outreach and something here is wrong or out of date? Tell us at hello@perks.global and we will check it.