Kidcare that fills the gap
If we succeed in closing the childcare gap, every child will have access to trustworthy kidcare and every parent will be economically empowered like never before.
The kidcare gap
Of American families can't afford childcare
Of families live in a childcare desert, where there are 3 kids for every seat
Women left the workforce during the pandemic
Parents don't work outside the home
Of stay-at-home parents and their families live in poverty
Childcare seats have been lost since March 2020
Our operating principles
In addition to competitive salaries and equity ownership in the company, we offer:
We offer free medical, vision, and dental benefits for you and your dependents.
We offer a 401(k) plan so you can plan for your future, starting now.
7 years to exercise your options
We offer a 7-year exercise window to exercise options for people who stay with Otter for two years or more.
Flexible time off
We want you to recharge as you need and take time for the things you love — and we'll insist you take the time.
We offer 16 weeks of paid parental leave and flexible schedules as you come back to work so you can spend time with your growing family.
Dependent care FSA
You can set aside up to $5,000/yr pre-tax to put towards care for any of your dependents — and we will contribute up to $2,500 of that amount.
Our compensation philosophy
We articulated our compensation philosophy when we were still a team of two; our way of taking care of the team before they walked in the door.
Otter’s compensation strategy fits together as a whole, with each individual piece making sense in light of the overall strategy.
Like individuals should be treated alike. There should be no differentiation based on irrelevant factors, like a better understanding of equity compensation.
Otter’s compensation strategy should be clear and easily understood by team members.
To build childcare that feels like family for families everywhere, we need a team with all kinds of different perspectives, experiences and backgrounds.