We're creating
a world of care
and opportunity

We connect parents who need childcare with parents who can care for their kids.


What we're doing matters

If we succeed in closing the childcare gap, every child will have access to safe, high-quality childcare and every parent will be economically empowered in a way never before possible.

The childcare 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

Stay-at-home parents

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

How we work

What guides us

Our values

Care first
Always build trust
Be rigorous

Our operating principles

Do the right thing, even when it's hard
Win some, learn some
Build for diversity
How we take care of our team


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.

401(k) plan

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.

Parental leave

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.

How we build internal equity

Our compensation philosophy

We articulated our compensation philosophy when we were still a team of two. It was our way of taking care of our team before they walked in the (metaphorical) 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.

Join the team!

Current Positions

To build childcare that feels like family for families everywhere, we need a team with all kinds of different perspectives, experiences and backgrounds.
Here are some of our open roles:

Interested in joining the team but don't see a fit above?
Reach out to earlyhires@withotter.com and tell us how you see yourself joining our team.

People we work with

People who think we'd be lucky to have you

The origin story

Helen Mayer founded Otter to help every family find their village.

Helen was raised by a stay-at-home mom and started Otter in 2020 while she was a stay-at-home parent to her toddler twins.

“I feel so lucky to get to tackle a problem I'm passionate about with people I admire.”