ServiceNow
Santa Clara, CA · founded 2003
ServiceNow is the big, profitable enterprise-workflow company that grew out of Fred Luddy's idea to automate the busywork nobody wants to do; today it sells an AI-and-workflow platform to most of the Fortune 500 and has repositioned itself hard around 'agentic AI.' It has long had a reputation as a well-run, benefits-solid place with flexible time off and genuine work-life balance, and it still lands on Fortune's 100 Best Companies to Work For. The honest caveat from insiders is that the special early culture has been strained by rapid growth, reorgs and AI-driven layoffs: several employees describe management as the weak spot, pay as merely okay for the industry, and promotions as hard to come by without someone leaving. It fits people who want a stable, name-brand platform company with sane hours and strong family and time-off benefits, more than those chasing top-of-market comp or startup upside. As always, your specific org and manager shape the day-to-day the most.
see the full file on ServiceNowdocumented benefits (23)
| Fertility support | yes |
|---|---|
| Retirement match | offered |
| Stock purchase plan | yes |
| Charitable donation match | yes |
| Mental health | yes |
| Dental | yes |
| Vision | yes |
| Disability | yes |
| Life insurance | yes |
| FSA | yes |
| Office policy | Work personas: flexible, remote, or required in office, assigned per employee depending on the nature of their work and assigned location. |
| Fully remote roles | yes |
| Unlimited PTO | yes |
| Volunteer days | offered |
| Learning budget | offered |
| Median filed wage | $165,422 |
| Gender pay gap, median | 14.5% |
| Gender pay gap, mean | 10.8% |
| Bonus gap, median | 25.3% |
| Women in the top pay quartile | 25.4% |
| Women in the workforce | 31.9% |
| Last round | $389,064,101 |
| Last round closed | 2025-09-26 |
what ServiceNow pays
Median of 116 certified wages filed with the US Department of Labor: $165,422.
Half of ServiceNow's certified filings fall between $140,462 and $201,074.
| role | median | filings | range |
|---|---|---|---|
| staff software engineer | $187,329 | 14 filings | $149,718 to $202,781 |
| senior software engineer | $158,936 | 13 filings | $127,837 to $180,710 |
| senior software quality engineer | $145,092 | 6 filings | $114,982 to $165,422 |
| staff software quality engineer | $170,556 | 3 filings | $158,704 to $170,556 |
| staff machine learning engineer | $223,256 | 2 filings | $220,238 to $223,256 |
Source: US Department of Labor, FY2025 Q4. Read 2026-07-27.
notable perks
- The People Pact — a written manifesto committing the company and employees 'to do our best work, live our best lives, and fulfill our purpose together'
- Nine employee-led belonging groups, including Families at ServiceNow, Pride, TruAbility (disability), Interfaith, Veterans and Women at ServiceNow
the legal floor where they are
Set by law, not by ServiceNow. 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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