SoFi
San Francisco, CA · founded 2011
SoFi is a publicly traded fintech (NASDAQ: SOFI) whose mission is helping members reach financial independence — and it turns the same products inward: employees get 1:1 financial coaching through SoFi at Work, a $200/month student-loan contribution, and a 401(k) with after-tax 'Super Roth' and self-directed brokerage options. Work is organized around 'The SoFi Way' — act as a founder, be a relentless problem solver, and serve as a partner to members and colleagues — with inclusion channelled through nine employee-led SoFi Circles. The benefits are solid-if-not-lavish for fintech: up to 12 weeks fully paid parental leave, flexible vacation for exempt staff, fertility and family-planning support, subsidized backup childcare and eldercare, and SoFi Fridays early releases.
see the full file on SoFidocumented benefits (24)
| Birthing-parent leave | 12 weeks |
|---|---|
| Partner leave | 12 weeks |
| How leave is framed | equal_all_parents |
| Fertility support | yes |
| Backup care | yes |
| Caregiver leave | offered |
| Retirement match | Employer matching up to $1,500 annually |
| Tuition reimbursement | $5,250 |
| Student loan repayment | yes |
| HSA employer contribution | offered |
| Financial advising | yes |
| Stock purchase plan | yes |
| Mental health | yes |
| Dental | yes |
| Vision | yes |
| Disability | yes |
| Life insurance | yes |
| FSA | yes |
| HSA | yes |
| Unlimited PTO | yes |
| Volunteer days | 2 days |
| Offices | San Francisco, Seattle, New York, Frisco, Jacksonville, Cottonwood Heights |
| Gym / fitness subsidy | yes |
| Pet insurance | yes |
notable perks
- SoFi Fridays — exempt employees get early release on Fridays
- 401(k) supports after-tax “Super Roth” (mega-backdoor) contributions plus a self-directed brokerage window
- Free 1:1 financial coaching delivered through SoFi's own SoFi at Work platform
- Nine employee-led SoFi Circles (ERGs) running listen-and-learn workshops, keynote speaker series and give-back donation drives
the legal floor where they are
Set by law, not by SoFi. 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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