San Francisco, CA · founded 2010
Pinterest is a visual discovery and inspiration platform where users collect and share images on customizable boards; the company serves 553M monthly active users and went public in 2019. It's known internally for strong work-life balance through its PinFlex remote flexibility policy, generous parental leave (20 weeks equal for all), and competitive compensation. However, reviewers frequently cite management challenges, unclear product vision, layoffs, and a notable culture decline—the company faced discrimination lawsuits leading to a $50M diversity settlement in 2021, suggesting deeper organizational tensions.
see the full file on Pinterestdocumented benefits (24)
| Birthing-parent leave | 20 weeks |
|---|---|
| Partner leave | 20 weeks |
| How leave is framed | equal_all_parents |
| Fertility support | yes |
| Work from abroad | yes |
| Days abroad per year | 30 days |
| Mental health | yes |
| Dental | yes |
| Vision | yes |
| Disability | yes |
| Life insurance | yes |
| Office policy | PinFlex: for roles without a regular office requirement, employees may live anywhere within their country or region of employment; leaders define when in-person connection is essential. |
| Fully remote roles | yes |
| Unlimited PTO | yes |
| Company shutdown | offered |
| Offices | San Francisco, Palo Alto, New York, Seattle |
| Food | multiple_meals |
| Commuter benefit | yes |
| Phone & internet | offered |
| Wellness stipend | offered |
| Gym / fitness subsidy | yes |
| Home-office stipend | offered |
| Median filed wage | $180,710 |
| Gender pay gap, mean | 4.9% |
what Pinterest pays
Median of 69 certified wages filed with the US Department of Labor: $180,710.
Half of Pinterest's certified filings fall between $149,240 and $226,138.
| role | median | filings | range |
|---|---|---|---|
| sr. machine learning engineer | $226,138 | 14 filings | $114,026 to $226,138 |
| machine learning engineer ii | $149,240 | 9 filings | $109,491 to $187,741 |
| software engineer ii | $180,710 | 8 filings | $110,947 to $212,202 |
| sr. software engineer | $226,138 | 8 filings | $149,240 to $226,138 |
| data scientist ii | $174,304 | 4 filings | $129,709 to $174,304 |
Source: US Department of Labor, FY2025 Q4. Read 2026-07-27.
notable perks
- For You Fund: a personal wellness fund employees put toward fitness goals and race fees, like the Oakland Marathon or Berkeley Half Marathon
- Global30: with approval, work up to 30 calendar days a year from outside your country of employment
- Global year-end company-wide paid holiday closure — the whole company is off together
the legal floor where they are
Set by law, not by Pinterest. 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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