Supabase
Amer
Supabase is an open-source backend platform built on Postgres, positioning itself as a Firebase alternative for developers who want to avoid vendor lock-in. The company is 350+ people spread across 60+ countries in a fully remote, async-first culture punctuated by annual week-long in-person offsites in different countries. As a growth-stage startup (founded 2020), it's actively hiring and has limited public employer reviews, so cultural experiences vary and new hire integration depends heavily on your team. The caveat: being young and rapidly scaling means expectations and processes are still evolving—exciting if you want to shape culture early, but potentially unstable if you prefer established norms.
see the full file on Supabasedocumented benefits (11)
| Work from abroad | yes |
|---|---|
| Employer pays full premium | yes |
| Days in office | 0 |
| Office policy | Fully remote; Supabase is a born-remote, globally distributed company with no office attendance requirement. |
| Fully remote roles | yes |
| Flexible hours | yes |
| Learning budget | offered |
| Home-office stipend | offered |
| Last round | $439,999,433 |
| Last round closed | 2026-06-05 |
| Total raised | $962,993,437 |
notable perks
- The whole company flies to a different country every year for a week-long in-person offsite
- No offices anywhere — instead a co-working membership you can use in any city in the world
- Fully asynchronous team of 350+ people spread across 60+ countries; work from anywhere on your own schedule
the legal floor where they are
Set by law, not by Supabase. It applies to every employer in Amer.
| 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 Supabase and something here is wrong or out of date? Tell us at hello@perks.global and we will check it.