24 Remote Companies Offering Equity Compensation

Kit publishes the equity number, not just the word — full-time postings carry a dollar figure for the grant alongside the salary band. The handbook goes further and prints the profit-sharing split: 52% to the team, 40% to owners, up to 8% to leadership.

Every RevenueCat posting carries the same two lines: competitive equity, and a ten-year window to exercise vested options. Ten years instead of the usual ninety days means leaving never forces the choice between funding the purchase and forfeiting what you earned.

Equity at a company with no outside investors. Tremendous is profitable and owned by its founders and employees, so grants are not riding on a venture exit clock, and open roles pair the equity mention with a published salary band — including roles outside the US.

PostHog's public handbook documents the entire option mechanic: four-year vest, one-year cliff, and ten years from the grant date to exercise. Grants use whichever instrument is tax-advantaged where you live — incentive options in the US, EMI or CSOP in the UK.

Dropbox's standard restricted stock unit agreement vests one sixteenth per quarter on four fixed calendar dates, with no one-year cliff. Leave in month four and you keep something, which is not how most public-company grants work.

Grafana Labs states it in the postings themselves: all of their roles include restricted stock units. RSUs rather than options is unusual at a private company, and the commitment is repeated word for word on roles across Europe, not just the US ones.

Circle grants equity with ongoing refresh grants, which is rare this early — refreshers are usually a late-stage practice. Compensation is benchmarked to US rates everywhere they hire, so employees across thirty-plus countries get the same terms, not a location discount.

Automattic runs an internal market in a share class only employees can buy: purchase windows twice a year, selling windows quarterly, priced by an outside valuation firm. Leave and you keep the shares, and the right to keep selling them.

GitLab publishes the grant formula: new-hire equity set by grade level, promotion grants calculated as the difference between level medians, annual refreshes after six months. Its stock purchase plan runs a 15% discount with a lookback of up to twenty-four months.

Ashby refreshes equity throughout your tenure, sized against current market data so someone finishing an initial grant lands at or above what a new hire would be offered today. It also counts only unvested equity when matching a competing offer.

Affirm's employee stock purchase plan buys at 85% of the lower price across a six-month window, so the discount compounds with any rise in the stock. Options vest over four years and carry a ten-year term, though the post-termination exercise window is the standard three months.

Huntress grants stock options to all full-time teammates and repeats the commitment on its careers page for every country it hires in — the US, UK, Ireland, Australia, and Canada. Extending options across five jurisdictions is harder than a single sentence makes it sound.

Elastic's stock purchase plan buys at 85% of the lower price across six-month offerings beginning each March and September. It issued 364,236 shares to employees in its 2025 fiscal year, which is the useful part — plenty of plans exist on paper and never open an offering period.

Equity you can actually sell. Dave trades publicly, so grants under its 2021 plan are liquid stock rather than paper waiting on an exit, and awards generally vest over four years with a ten-year maximum term on options.

Help Scout says every employee can become a shareholder, and that option grant sizes follow a formula transparent to employees, the same way it handles its salary matrix. The formula itself is not published outside the company — a policy to ask about, not one to look up.

Reddit permits early exercise on certain option grants: buy unvested shares now and start the capital-gains clock sooner, with Reddit able to repurchase at your original price if you leave first. Its latest annual filing confirms the practice is still live.

Twilio's stock purchase plan sells at 85% of the lower of the first-day or last-day price across roughly six-month offerings. Its own proxy shows what that was worth: employees bought at a weighted average of $88.12 against a fair market value of $118.29.

Webflow names the instrument: restricted stock units, not options, so there is no strike price to fund and no exercise deadline to miss — though the shares still wait on a liquidity event. It also publishes its cost-of-labor pay zones and the radius rule behind them.

Fleetio's careers page states it plainly: the company grants all of its team members options to acquire an ownership stake. Universal coverage is the claim actually worth checking on any equity page, and Fleetio makes it in its own words rather than leaving it to a recruiter.

Instacart writes annual refresh grants into the job posting itself, alongside the new-hire grant. Most companies leave refreshes invisible until you are deep in an offer conversation, so publishing them upfront tells you the signing grant is not meant to be the whole story.

Linear stacks the terms that usually show up one at a time: early exercise in the US, a ten-year extended exercise window, and periodic refreshers. It has also run a tender offer that let current and former teammates sell vested options at the price investors paid.

1Password's job board lists a restricted stock unit program for most employees. RSUs at a private company are unusual — no strike price to fund and no exercise deadline, in exchange for waiting on a liquidity event. Note the "most"; it is not claimed as universal.

Veeva sizes equity as a stock bonus — a percentage of base salary rather than a negotiated one-off — and says the program is designed for the vast majority of employees to participate. A formula beats a negotiation if negotiating is not your strong suit.

Gruntwork computes every stock grant from a formula based on title and hire date, so grant size is not a negotiation. It also runs a change-in-control bonus plan, inspired by progressive equity, that tilts more of a large exit toward employees.