Strava
San Francisco, CA · founded 2009
Strava is 'the app for active people' — fitness tracking plus a social network, with over 200 million athletes across 185+ countries; it started with cycling and running and now covers dozens of activity types. Founded in 2009 by Harvard rowing crewmates Mark Gainey and Michael Horvath, it is a venture-backed private company (Sequoia, TCV, Madrone, Jackson Square) valued around $2.2B after acquiring Runna and Breakaway in 2025. The SF-headquartered culture leans mission-driven and endurance-sport-obsessed, and work is a flexible hybrid model requiring roughly three days a week on-site.
see the full file on Stravadocumented benefits (23)
| Birthing-parent leave | 16 weeks |
|---|---|
| Partner leave | 16 weeks |
| How leave is framed | equal_all_parents |
| Adoption leave | 16 weeks |
| Fertility support | yes |
| Fertility allowance | $10,000 |
| Retirement match | up to 4% of salary |
| Retirement match ceiling | 4% |
| Employer pays full premium | yes |
| Share of premium employer pays | 100% |
| Dental | yes |
| Vision | yes |
| Mental health | yes |
| Therapy platform | Modern Health |
| Life insurance | yes |
| Disability | yes |
| Unlimited PTO | yes |
| Days in office | 3 |
| Office policy | Flexible hybrid: at least three days per week on-site in the San Francisco office |
| Wellness stipend | $1,500 |
| Gym / fitness subsidy | yes |
| Learning budget | offered |
| Median filed wage | $199,079 |
what Strava pays
Median of 4 certified wages filed with the US Department of Labor: $199,079.
Half of Strava's certified filings fall between $183,706 and $215,000.
Source: US Department of Labor, FY2025 Q4. Read 2026-07-27.
notable perks
- One Medical membership for employees and their dependents
- Rocket Lawyer group legal benefit — free membership for employees and dependents
- $160 one-time reimbursement for headphones, refreshed every 2 years
- Headspace meditation app membership for employees and dependents
the legal floor where they are
Set by law, not by Strava. 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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