At NVIDIA, 93 percent of employees say their workplace is great.

EMPLOYEE RATINGS

     

This review is based on 1593 employee surveys, with a 90% confidence level and a margin of error of ± 1.79. It was published on Sep 7, 2018. 42440 Visitors

What Employees Say

I'm proud to tell others I work here.
96%
 
Management is honest and ethical in its business practices.
94%
 
I am able to take time off from work when I think it's necessary.
93%
 
People here are given a lot of responsibility.
93%
 
I feel good about the ways we contribute to the community.
93%
 

What They Do

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

NVIDIA is building one of the world’s great artificial intelligence companies. From our roots in computer graphics, we now provide GPU-accelerated computing to gamers, designers and scientists creating amazing experiences in VR, deep learning, professional visualization and autonomous cars.

About this Company

Website: www.nvidia.com Industry: Information Technology
US Headquarters: Santa Clara, California, 95051 US Sites: 16
Major Locations: Austin, Texas, 78717; Hillsboro, Oregon, 97006; Redmond, Washington, 98052; Westford, Massachusetts, 01886; Durham, North Carolina, 27713 US Employees: 6,542
US Revenues: $1,274 million Worldwide Revenues: $9,714 million
Employees Worldwide: 12,207 Corporate Structure: Public
Stock Symbol: NVDA Founded: 1993

NVIDIA verification engineers testing new products in an onsite lab.

Perks and Programs

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

  • For Parents: NVIDIA has one of the nation’s most generous parental leave policies, giving moms and dads time to bond with their baby and settle into their new life together. Birth mothers can take up to 22 weeks of fully paid leave. Fathers, adoptive mothers, and foster parents can take up to 12 fully paid weeks. Those adopting receive unlimited reimbursements for qualified adoption expenses. And our medical plans cover in vitro fertilization, as well as egg freezing. Parents returning to work get another eight weeks of flex time – when they can choose their working hours and work from home.
  • Stanford Health Navigator: Few benefits save lives the way Stanford Health Navigator does. Thanks to our partnership with Stanford Medicine, enabled by a $25 million donation to its new hospital, NVIDIANs and their families receive live support to coordinate care for complex health issues with Stanford specialists. This saves critical time and reduces the stress of handling complicated healthcare provider systems around the world. Outside the Bay Area, the program extends to specialists at centers like the Cleveland Clinic and Mass General Hospital. Additionally, medical librarians will compile background on specific conditions. The program also provides exclusive, live webinars on important health issues like skin cancer, concussions, dealing with stress, and healthy eating.
  • Crossover Health: Taking time off to see a doctor is never convenient. To ease the process, NVIDIA partnered with Crossover Health to build a state-of-the-art, private health center less than a mile from our headquarters. Crossover provides an alternative way to get affordable, high-quality, convenient healthcare. Services are available to employees and their dependents age 18 and older. Crossover is also available for urgent care needs for all NVIDIANs visiting our Silicon Valley offices on business. The center offers VIP access to a highly skilled team of physicians, nurses, specialists, and coaches, who deliver complete, concierge-style healthcare services. Services include primary and urgent care, behavioral health, physical and massage therapy, vision services, acupuncture, and chiropractic care.
  • Concierge: To help employees tackle their to-do list, we have a personal concierge service, which can tear through everyday tasks like shopping, auto services, and party planning. Best of all, it’s free. Employees only pay for the items or services purchased on their behalf.
  • Employee Stock Purchase Plan: There’s a reason 94 percent of NVIDIA employees are enrolled in our ESPP — it’s one of the best in the industry. Employees can contribute up to 10 percent of their paycheck up to $25,000 annually. At the end of each purchase period, contributions buy NVIDIA stock at a 15 percent discount from the lower of either its price at the beginning of the two-year offering period or at the end of the purchase period. Currently, most NVIDIANs enrolled in the plan are buying shares worth more than $230 each for under $145, thanks to the discount. Last year, the plan delivered more than $300 million in value to our employees. A recent change enables new hires to participate in the plan starting in the month they join rather than having to wait for an open enrollment period up to six months later.
  • Paying for College: We were among the first companies in the country to introduce a tuition-reimbursement program. If a new hire has graduated within the past three years, they can seek reimbursement of $6,000 each year to help repay student loans, up to $30,000. NVIDIA also offers a student loan refinancing program to help debt go away faster, with variable rates and the ability to consolidate loans. To help employees invest in their careers, NVIDIA will help by paying up to $5,250 each year for qualified job-related educational expenses, including tuition and books, as long as the employee earns a passing grade in class. NVIDIA also pays for employees to complete a master’s degree in engineering through the Stanford Center of Professional Development.
  • Project Inspire: NVIDIANs and their families come together at year end for Project Inspire, our holiday party with a purpose. We volunteer together to transform a local school or community facility – building outdoor classrooms, outfitting computer labs, painting murals, and more. It’s a mix of hard work, a sharing spirit, and great catering. Last year, we held a dozen Project Inspire events worldwide, donating nearly $900,000 of equipment, labor, and other resources to help our local communities.
  • NVIDIA Communities: NVIDIANs looking to connect with colleagues who have similar backgrounds and interests can join one of five NVIDIA Communities — networks of employees focused on cultivating diversity and inclusion at NVIDIA. The groups include Women in Technology, NVPride, the Black NVIDIAN Network, the Hispanic-Latino Network, and the Early Career Network. These communities share insights among members, gather for group volunteer projects, bring in educational and professional development opportunities, and nurture the cultural awareness of all employees.
  • NVPride: Our LGBT community interest group, NVPride, has helped make us a better, more inclusive company. The group encouraged us to expand insurance coverage for same-sex couples and for transgender healthcare and surgery. It’s helped raise awareness of issues that LGBT individuals face. And it’s helped lead our participation in the legendary San Francisco Pride parade, where we all stand side by side supporting one another’s equality.
  • Unlimited Vacation Time: We’re adults at NVIDIA, and we trust each other. So we have a policy that lets employees take as much vacation time as they need. This helps employees blend their work and personal lives in a way that works for them. Employees can take a break when they need to without worrying about accruing hours every pay period or building a vacation bank to take time off. If you feel you need time away to look after an unanticipated personal matter, you can do so.

COMPENSATION BY THE NUMBERS

$6000 Maximum match of employee’s 401(k)/403b contribution94% Company-paid health coverage for employees (for the percentage cited above applies to those who are enrolled in the HSA plan. For all plans, the average is 89%.)
94% Company-paid health coverage for dependents (for the percentage cited above applies to those who are enrolled in the HSA plan. For all plans, the average is 89%.) 92% Company-paid health coverage for part-timers
20 hours Weekly hours required for part-timers to receive health insurance $2,124 Average Tuition Reimbursement
$30,000 Student loan debt repayment

COMPENSATION PROGRAMS

  • 401(k) or 403b Program
  • Employee stock purchase plan (ESPP)
  • Restricted stock units
NVIDIA researcher testing lasers in the company’s optics lab.

WORK-LIFE BALANCE BY THE NUMBERS

Unlimited Vacation Paid time off Unlimited Sick Paid time off
Unlimited Paid time off as of first day of full-time employment

WORK-LIFE BALANCE PROGRAMS

  • Flexible schedule
  • Telecommute option
  • Subsidized On- or Off-site Fitness (82% have access)
  • Onsite Amenities (Personal concierge services, massage therapy, mailing/packaging services, discount ticket sales, fitness classes, free beverages, free popcorn, subsidized lunch, on-demand gas delivery, vehicle maintenance, car washes, dry cleaning, banking, subsidized public transportation, Cigna representative to answer health-related questions, Palo Alto Medical Foundation, Kaiser, and onsite dental mobile clinics, mobile haircut unit, and onsite EAP.)

FAMILY CARE BY THE NUMBERS

110 days Job-protected maternity leave (including FMLA/STD) 110 days Fully-paid maternity leave (does not include personal vacation or paid time off)*
110 days Average length of maternity leave new mothers take60 days Job-protected paternity leave (including FMLA)
60 days Fully-paid paternity leave (does not include personal vacation or paid time off)*43 days Average length of paternity leave new fathers take
60 days Job-protected parental leave for adoptive parents (including FMLA)*60 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

2,080 hours Paid time off to volunteer $10,253,127 Philanthropic donations in last year
$938,119 Total company-matched employee donations in last year Senior Director, Corporate Responsibility Leads environmental impact team
Third-Party Conducted Environmental impact audit 1 LEED certified building(s)
Yes Sustainable commuting program Yes Renewable energy program
Yes Recycling program Yes Locally-sourced food program

Diversity

  • SVP, Human Resources 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
  • 6 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

 
Some 300 NVIDIANs gathered this summer to march in San Francisco’s annual Pride Parade.

DEMOGRAPHICS

 
Endeavor, NVIDIA’s newest building, provides a range of meeting room options for team get-togethers.

How to Get Hired

We asked NVIDIA 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?

We create complex products that no one else can, and we do so with great speed. That’s why we’re not just looking for the industry’s brightest individuals, but those who want to come here to do their life’s work. We’re looking for people who bring pride and passion, determination and drive to their work. If a person sees a tough project or roadblock as an opportunity to challenge themselves, and they’re ready to collaborate and brainstorm their way through an issue, then they may be a perfect match for our company.

What can prospective employees do to get your attention?

We’re looking for talented people at the top of their game, who are ready to do their best work. When we interview candidates, we ask questions that will give us insight into their body of work. Challenging projects that were executed with skill and determination show us that the individual has a passion for the craft. Success stories are not all we look for when we’re hiring. We also like to ask about past failures, and what the candidate learned from them. Innovation happens when we learn from our mistakes, so we value those who can turn failure into an opportunity to excel in the future.  

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

NVIDIA is at the forefront of the revolution in artificial intelligence that’s sweeping across many industries. We’re also pushing deeply into cloud, robotics, self-driving cars, and beyond. We’re focused on building our talent in these areas. But we strive to reach as many people as we can, as quickly as we can, with our technologies and products. This means we’re looking for innovative people who can embrace new ideas quickly, be comfortable moving from project to project, and make rapid adjustments along the way.  

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

Hiring bright, talented people who want to make a difference with their work is one of our top priorities. We search the world over for them. Interested candidates should check out career opportunities on our website, visit us at one of our career events, or reach out to an NVIDIAN in their network.  

hiring Outlook

16% Job Growth 29 Average applicants per opening
67,713 Total job applicants 34% New hires by employee referrals
243 Recent graduates hired 3% Voluntary turnover for full-time employees
* All figures refer to 12-month period prior to reporting, unless otherwise noted.

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