At Gusto, 96 percent of employees say their workplace is great.

EMPLOYEE RATINGS

     

This review is based on 260 employee surveys, with a 90% confidence level and a margin of error of ± 3.79. It was published on Jun 26, 2018. 10671 Visitors

What Employees Say

People celebrate special events around here.
97%
 
Management is honest and ethical in its business practices.
97%
 
People care about each other here.
97%
 
Management hires people who fit in well here.
96%
 
I'm proud to tell others I work here.
95%
 

What They Do

We asked Gusto to explain what they do. Here is what they had to say.

Gusto’s mission is to create a world where work empowers a better life. By making the most complicated business tasks simple and personal, Gusto is reimagining payroll, benefits and human resources for modern companies.

About this Company

Website: gusto.com Industry: Information Technology
US Headquarters: San Francisco, California, 94107 US Sites: 2
Major Locations: Denver, Colorado, 80202 US Employees: 600
Corporate Structure: Private Founded: 2011

A Gusto company value is 'We are all builders.' Gusto employees were involved in every stage of the office from design work to building and finishing touches. Dozens of employees spent their inaugural week painting a 40-foot long mural in its 'all-hands' space.

Perks and Programs

We asked Gusto to share a few programs they feel really capture what's unique about their workplace. Here is what they had to say.

  • #FlyAway: Gusto employees receive a free trip anywhere in the world on their first-year anniversary. The "golden ticket" reimburses a round-trip plane ticket and hotel stay but must be used before an employee's second-year anniversary. Gusto believes that a change of scenery, new context and longer than usual vacation can help everyone gather new perspectives and truly reflect and grow as people.
  • #ThrillorChill: Gusto employees receive a "Thrill or Chill" pass on their second-, third- and fourth-year anniversaries to spend on their choice of a thrilling or relaxing experience. For example, employees may decide to take a daylong "spa day" or visit an amusement park.
  • #StayAway: Gusto employees receive a one-month paid sabbatical on their fifth-year anniversary. Like the #FlyAway benefit, Gusto employees receive a "golden ticket," which can be used for a round-trip plane ticket and hotel stay anywhere in the world.
  • Little Bundle of Joy: Gusto provides up to 16 weeks of paid leave to support new parents and family caregivers. The "Little Bundle of Joy" package includes free baby care materials and equipment, food catering or delivery, house cleaning and sleep coaching.
  • Inclusive Fertility Treatments: In 2016 Gusto was the first midsize company in the U.S. to extend health coverage of fertility treatments to LGBT employees and their same-sex partners up to a $20,000 lifetime maximum benefit, according to Cigna. All employees' fertility treatments are covered, even if they don't have a medical diagnosis for infertility. Intrauterine insemination, in vitro fertilization, gamete intrafallopian transfer, zygote intrafallopian transfer, female ovum and male gamete retrieval procedures and short-term ovum and gamete storage are also covered.
  • Gender Confirmation Benefits: Gusto employees' gender dysphoria treatments are covered by the company's health insurance, including inpatient and outpatient procedures and any pharmacy benefits.
  • Gusto Games: Gusto Games is an annual company-wide "field day." Employees develop and strengthen relationships with their co-workers through social and athletic activities and compete for a trophy and prizes.
  • Gusto Roulette: Every quarter Gusto employees are placed into random groups and taken on an adventure to promote and develop cross-team and cross-office community. Events include happy hours, dinners, arts and crafts nights, movie screenings and sporting events.
  • Flexible Paid Time Off: Gusto has a flexible ("unlimited") paid time off policy. All employees are encouraged to take about four to five weeks off each year, including at least a one-week continuous stretch off from work.

COMPENSATION BY THE NUMBERS

100% Company-paid health coverage for employees 50% Company-paid health coverage for dependents

COMPENSATION PROGRAMS

  • 401(k) or 403b Program
  • Stock options
Livable communal spaces are scattered throughout the office to encourage spontaneous collaboration or act as a refuge for quiet work.

WORK-LIFE BALANCE BY THE NUMBERS

Unlimited Vacation Paid time off Unlimited Sick Paid time off
5 weeks Paid sabbatical after 5 year(s) of employment Unlimited Paid time off as of first day of full-time employment

WORK-LIFE BALANCE PROGRAMS

  • Flexible schedule (100% use it)
  • Subsidized On- or Off-site Fitness (100% have access)
  • Onsite Amenities (Yoga classes; meditation workshops; free snacks, breakfast, lunch, dinner, artisan coffee and espresso; meditation room; mothers' room; showers; library; game room; lounge areas; quiet work rooms; outside patio and picnic area)

FAMILY CARE BY THE NUMBERS

140 days Job-protected maternity leave (including FMLA/STD) 80 days Fully-paid maternity leave (does not include personal vacation or paid time off)*
100 days Job-protected paternity leave (including FMLA)40 days Fully-paid paternity leave (does not include personal vacation or paid time off)*
140 days Job-protected parental leave for adoptive parents (including FMLA)*80 days Fully-paid parental leave for adoptive parents (does not include personal vacation or paid time off)
*Employees are not required to use all their personal paid time off before taking parental leave. All employees are eligible for parental leave benefits.

FAMILY CARE PROGRAMS

  • Lactation room(s)
  • Paid sick leave to care for a child or relative

HEALTH INSURANCE COVERS

  • Mental health care
  • Alternative treatments (such as acupuncture, homeopathy, or chiropractic)
  • Fertility treatments

Community and Environmental Impact

200 hours Paid time off to volunteer Head of Environment Leads environmental impact team
Yes Sustainable commuting program Yes Renewable energy program
Yes Recycling program Yes Locally-sourced food program

Diversity

  • Head of People oversees diversity and inclusion practices
  • Written policy prohibits discrimination based on (at a minimum) age, disability, race/ethnicity, religious beliefs, gender and sexual orientation
  • Formal programs (such as resource groups, mentorship, networking, or other affinity groups) support professional development for: Under-represented racial/ethnic minority groups; Women; Lesbian, gay, bisexual or transgender employees; Disabled employees; Speakers of English as a second language
  • 12 events a year connect employees with peers from different racial/ethnic, religious or country-of-origin identities
  • Non-birth parents in same-sex relationships can take parental leave
  • Medical care covers gender confirmation surgery

Leadership Diversity

 

Workforce Diversity

 
A six-by-six-foot neon sign on the second floor was inspired by the 'we are open' neon signs many small businesses have.

DEMOGRAPHICS

 
Gusto's conference rooms are designed to look like shipping containers to pay homage to the building's history.

How to Get Hired

We asked Gusto for some inside information on how to get hired at the organization. Here is what they had to say.

What key characteristics tell you a prospective employee will be a great fit for your company?

(1) We have no egos. At Gusto we always put the company's mission before any personal interests. (2) We embrace change. At Gusto we adapt, evolve and understand that change is constant. We don't optimize for the short-term and are always looking for ways to improve the product and adapt our practices. (3) We have a service mindset. At Gusto every team follows a customer-centric approach, even if they are not directly customer-facing. Employees display empathy and take action to avoid potential delays or issues before they happen. (4) We are intellectually curious. At Gusto we never pass the buck onto others. We are eager for feedback and proactively seek opportunities to develop ourselves personally and professionally.

What can prospective employees do to get your attention?

Candidates stand out when it's obvious they have done their research and can share their excitement for our company's mission, team and culture. Our hiring process is designed to gauge whether someone will enhance our company in these ways: (1) Shared values — We want to understand what someone stands for and what motivates them. We understand that people don't have separate work and personal selves, and are primarily looking for great well-rounded people. (2) Aligned motivations — We find that people excel at work when they really care about the problems they are solving and the customers they can help through their work. (3) Relevant skill set — We are searching for candidates that have "super powers" and have a strong track record in a specific area. Because everyone acts like an owner, we equip our team members with autonomy to achieve their goals. No one is here to be a cheerleader.

Are there any positions or types of candidates you are particularly focused on hiring in this coming year?

We are focused on hiring software engineers and other technical talents, especially among underrepresented minorities such as women and African-Americans and Latinos. Earlier this year, Gusto was recognized by Forbes magazine for our successful efforts to improve gender diversity on our engineering team. About one in four engineers at Gusto are female, a greater proportion than females majoring in computer science as undergraduates, according to the National Center for Education Statistics.

What should interested candidates do to find out more and get started?

Candidates can stay up on Gusto careers news on our company careers page (https://gusto.com/careers) or by following us on Glassdoor, LinkedIn or Twitter.

hiring Outlook

100 Forecasted positions to fill in coming year 200% Job Growth
100 Average applicants per opening 40,000 Total job applicants
33% New hires by employee referrals 30% Openings filled by current employees
50 Recent graduates hired
* All figures refer to 12-month period prior to reporting, unless otherwise noted.

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