Caxy Benefits Overview

Offers 401(K)

Offers disability insurance

Provides free access to financial advisors

Offers occupational accident insurance

Provides 401(K) matching

Match up to 5 percent after year 3.

Offers life insurance

Offers supplemental life insurance

Offers accidental death & dismemberment insurance

Offers childcare benefits

Childcare costs are often covered under our dependent care account that you can contribute to through the FSA/ FLEX program.

Provides family medical leave

As required, we support and adhere to FMLA laws.

Provides a post-parental leave return-to-work program

Provides an onsite Mother's Room

The COO has setup their office for breastfeeding with proper window coverage and a lock. This time is scheduled with mothers as needed and has been used in practice for over a year.

Hosts company-sponsored family events

we have an annual Kids Day for parents to bring children and host activities.

Offers generous parental leave

Provides fertility benefits

Our health insurance offers fertility benefits. We also support the state-level benefits as required by law for fertility.

Offers dental insurance

Offers health insurance

Offers vision insurance

Offers dependent care

We offer dependent care benefits through FSA.

Offers Flexible Spending Account (FSA)

Offers pet insurance

Offers mental health benefits

Offers performance bonuses

Provides pay transparency

Defined reimbursement or per diem policy for work-related expenses

Promotion-related pay increases clearly defined

Provides home-office stipend for remote employees

As approved, reasonable materials are provided.

Offers competitive compensation and rewards package

Defined structured pay bands with transparent earning potential

Provides commuter benefits

Employees can get pre-tax dollars for public transportation if they choose to use the office (optional)

Some meals provided

We periodically have team lunches or breakfasts.

Office has designated quiet areas and collaboration zones

Provides free snacks and drinks

For in-office (optional) there is a wide array of drinks, coffee, and somewhat healthy treats from fruits to snacks.

Employees provided with well-designed, comfortable workspace

Has a documented equal pay policy

Mean gender pay gap is below 10%

Gender plays no role in pay. Our paybands are used and well-documented.

Hiring practices promote diversity

Caxy actively searches for and hires a diverse set of people and backgrounds. We hope you see yourself here.

Has a highly diverse management team

30% of our Csuite is female. Our Product Management and Dev Leadership are represented by men, women, LGBTQ+, people of color, people of different religious/ethnic/economic/education backgrounds.

Mandated unconscious bias training

Utilizes a flexible work schedule

Employees work in office 2 days a week between Tuesday-Thursday. We have early Fridays and flex schedules to start anytime between 8-10AM and work 8 hours from that date. FLEX and WFH also exists.

Utilizes a full-time remote friendly model

On rare occasions or for existing employees who have a proven, long-term record of excellence -- permanent remote exists.

Utilizes a hybrid work model

Defined working hours and availability expectations

Async-friendly policies, culture that encourage work flexibility

We expect folks that are working a skewed schedule have 5 hours of cross-over with employees so most hours are still shared and available.

Documented overtime policy

Most employees are exempt. Those that are not have an overtime policy that is documented in our handbook.

Flexible work schedule is defined with set expectations for start times, working hours and availability

Offers a remote work program

Some employees are fully remote but most of our team works hybrid. We work from home Mondays and Friday. You must be in office 2 or 3 days a week Tuesday through Thursday.

Allows work from home occasionally

We are always home Monday and Friday. We expect folks in office at least 2 days a week Tuesday through Thursday unless your role or performance requires 3 days a week.

Utilizes a summer hours schedule

We have Early Fridays all year. If you have earned 40 hours by 1PM or any time after on Friday and projects are healthy --- you are able to leave early.

In-office days / expectations are defined

Established expectations for communication between time zones

We all operate based on a 9-5:30Central time.

Defined boundaries around off-hours communication

We allow people to set notifications to what works for them after-hours. We use scheduled messages where possible but people can send when needed.

Provides work from home flexibility

Utilizes an open door policy that encourages accessibility

Engineering team utilizes pair programming

Uses an OKR operational model to clearly define goals and priorities

Hosts in-person revenue kickoff meetings

Through our EOS plan, leadership is involved in revenue meetings. On projects, all team members are involved in revenue and profit conversations about specific projects.

Defined values and mission statements

Defined policies promoting a professional, respectful workplace

Promotes a strong in-person office culture

Leadership encourages open, transparent debate

Documented policies and procedures to protect employee privacy and data

This is one of the first things seen and signed by employees.

Open office floor plan to encourage communication and collaboration

Implements team-based strategic planning

Hosts in-person all-hands meetings

In Person and Online. Sometimes this is remote.

Documented operating principles

Promotes a people-first, social culture

Policies promote a low-ego, team-driven culture

Leadership is transparent and communicative

Mistakes are treated as learning opportunities

Quarterly engagement surveys to gauge employee satisfaction

We send PTAR surveys (Project, Team, Accounts, and Recognition) every other quarter and then work that feedback in the off-quarters to improve. We also request annual feedback on our executive leaders

Managers offer consistent feedback loops

Mentors provide feedback bi-weekly, managers have checkins at least monthly, we have semiannual reviews, and there is a monthly lunch 1:1 employees can opt into each month.

Provides resources to build team camaraderie

We have regular dev meetings, weekly leadership meetings, slack channels specialized with different info, donut 15-minute chats scheduled, welcome lunches, and big caxyversary celebrations.

Encourages autonomy and ownership from employees

We have team leads that guide products, epic owners that are leads over core features to train leadership, a dev lead in training program, and our mentorship program called PAC.

Managers give public shoutouts and celebrate employee milestones

We give weekly shoutouts for incredible work, have special parties called caxyversaries, and name new processes after people that came up with them. Some awards are named after them, too.

Established employee awards to honor work and contributions

We have the annual Caxys that give awards to our MVPs and our greatest examples of our values, delivery, and growth.

Company or teams have recognition rituals for individual work

We have weekly shoutouts for people being excellent examples of our values. These are done in public channels on Fridays. Monday our Caxy Person of the Week is selected and gets $100.

Provides modern technology across teams

We are a tech company. We use the Mac products, slack for communication, figma for design, AI tools as approved, JIRA, Zoom, Google Suite, Loom as needed, note taking tools, and conference technology.

Transparent sharing of company-wide eNPS scores

We collect these scores a couple times a year and we have a company meeting to discuss them when we roll out. Sometimes we publish that content online as well.

Employee feedback used to shape policies and strategy

We take survey feedback in the 2nd and 4th quarters and work the 3rd and 1st quarters to implement the feedback defined. Meetings before and after help with the company so they can see their impact

Offers company-sponsored outings

Caxy's hosts frequent happy hours in Chicago for local people and hosts a number of all- company events where we fly in remote employees. We all bowled together last month.

Offers wellness programs

Provides employees with ability to schedule focus-time blocks

Flexibility provided during personal challenges

Offers company-sponsored happy hours

The goal is to go out once a month for drinks and appetizers and get to know each other better.

Offers wellness initiatives designed to combat burnout and mental fatigue

Managers trained on identifying and mitigating employee burnout

Offers generous PTO

15 PTO days up to year 3. 20 PTO days after year 3. Additional time off after year 6 (sixes time) for time off in the last 2 weeks of December or first week January. 25 PTO days after year 10.

Provides paid holidays

We are off New Years Eve / New Years Day, Memorial Day, Juneteenth, July 4th, Labor Day, Thanksgiving/Day After Thanksgiving, Christmas Eve/Christmas Day. Sometimes we add additional days.

Offers a flexible time off policy

Procedures in place to ensure employees utilize PTO

Offers paid volunteer time

We allow 1 day a year of volunteer time.

Offers sabbatical leave

Ever 5 years at the company concurrently, sabbatical leave can be requested. If approved, employees with 4 weeks 100% paid and 2 weeks 50% paid.

Provides bereavement leave

Offers unpaid extended leave

Provides continuing education stipend

Where appropriate, we provide this.

Offers mentorship program

Everyone here has a charted career path. We have senior people attached to growing team members to help them level up.

Provides paid industry certifications

As appropriate or needed for their development and the business we pay for this. It's included AWS, big commerce, and Content Stack certs as well as PMPO / CSM / CSPO / PMP certifications.

Allows employees to pursue continuing education during work hours

Offers apprenticeship programs

Provides structured early-career growth opportunities

Supports employee-driven initiatives, not just top-down priorities

Defines roles and sets expectations for success

Provides formal manager training and leadership development

Job training & conferences

We have numerous personal one on one training and subscriptions to training sites that employees are encouraged to use.

Provides online course subscriptions

Most developers have access to frontendmasters and AWS. As needed, most junior team members have access to Lynda or coursera. All leads have a masterclass as of 2026.

Hosts Lunch and Learns

We have dev talks where developers will pick a topic to research and present. Open to anyone who has a topic they are excited about.

Provides personal development training

Provides structured onboarding for new employees

Provides opportunities to take on expanding responsibilities

Encourages knowledge sharing and cross-functional collaboration

Provides training support and resources for AI adoption

We have curriculum for AI adoption, we have an ethical and practical use for AI, and we have hackathons and ideations sessions for further AI. Dev meetings are often centered on this.

Managers hold regular development check-ins

Provides customized development tracks

We have custom PAC plans (performance, accountability, commitment) mentorship programs for all team members that want them. Our technical team members sign up for mastery or leadership tracks.

Documented internal promotion policy

We require that all roles (except sales) are made available for internal employees to apply. These are communicated in all-hands or through management feedback.

Documented path to leadership development

Prioritizes promotion advancement based on long-term contribution

Posts new positions internally and encourages employees to apply

Promote from within

Wherever possible and practical for the business, we promote from within. 90+% of our leadership positions are held by folks that were promoted from within.

Documented career progression frameworks

We use PAC plans and development tracks in mastery and leadership to make it clear how you progress. Our roles are numbered for progressions as well.

Prioritizes promotion advancement based on impact

Regularly scheduled promotion review cycles for employees

We assess roles at least every 12 months.