Point72
Stamford, CT · founded 2014
Point72 is Steven A. Cohen's hedge fund, formed in 2014 as the successor to S.A.C. Capital, and it runs like a high-caliber, high-intensity trading floor from its Stamford, CT waterfront headquarters. People consistently rave about the quality and helpfulness of their colleagues and the merit-based path to advancement, but the flip side is real: work-life balance is the most common complaint, hours are long, and everything can feel urgent. Pay is solid but some quants and engineers feel it trails the very top of the hedge-fund pack, and technology outsourcing to Poland has been a sore point for some. The benefits are genuinely good on paper — strong healthcare, generous parental and family leave, matched retirement, tuition assistance — but the company publishes almost no specifics, so expect to learn the numbers only once you're in the room.
see the full file on Point72documented benefits (13)
| Birthing-parent leave | offered |
|---|---|
| Partner leave | offered |
| Caregiver leave | offered |
| Retirement match | offered |
| Tuition reimbursement | offered |
| Offices | Stamford, New York, Chicago, Miami, San Francisco, West Palm Beach |
| Campus or amenities | Premium office space and amenities across global offices; Stamford headquarters at 72 Cummings Point Road on the Stamford waterfront, powered by 100% renewable energy certificates since 2018. |
| Median filed wage | $200,000 |
| Gender pay gap, median | 28.1% |
| Gender pay gap, mean | 28.7% |
| Bonus gap, median | 77.6% |
| Women in the top pay quartile | 11.8% |
| Women in the workforce | 18.6% |
what Point72 pays
Median of 11 certified wages filed with the US Department of Labor: $200,000.
Half of Point72's certified filings fall between $140,000 and $300,000.
| role | median | filings | range |
|---|---|---|---|
| data analyst | $170,000 | 2 filings | $140,000 to $170,000 |
Source: US Department of Labor, FY2025 Q4. Read 2026-07-27.
notable perks
- Supports employees in earning non-profit board seats — over 100 board seats earned through the program
- Community Talks: an in-house education series with non-profits and philanthropy experts on charitable giving
- Stamford campus electricity backed 100% by renewable energy certificates since 2018
the legal floor where they are
Set by law, not by Point72. It applies to every employer in Stamford, CT.
| 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 Point72 and something here is wrong or out of date? Tell us at hello@perks.global and we will check it.