You get the offer. Salary looks right. Title feels good. You say yes. Then, three months in, you find out the parental leave is two weeks, the 401(k) match is basically nothing, and nobody told you any of this before you signed. That scenario plays out constantly, and it played out for Kandis, the founder of Perks, when she got pregnant with her first daughter and discovered just how little she actually knew about the company she had joined.
So she built the thing she wished had existed. Perks is a free, searchable database covering 2,139 companies across 30 countries and 29 industries. It tracks 103 benefit fields per company, from parental leave weeks to IVF lifetime maximums to H-1B sponsorship records. Every single claim links back to a source document. No guessing. No marketing copy. Just what employers have actually put in writing, with the date it was checked.
That last part matters more than it sounds. Most employer benefit comparisons are either self-reported fluff or locked behind a recruiter conversation. Perks pulls from federal filings, published policies, and employee disclosures instead. You can verify anything you see before you pick up the phone.
What Perks Actually Tracks (and How Deep It Goes)
Sourced, Dated Benefit Data Across 111 Fields
This is the core of the product. Each company profile covers fields like birthing-parent leave in weeks, partner leave, 401(k) match ceiling, IVF lifetime maximum, egg freezing coverage, visa sponsorship, tuition reimbursement, wellness stipends, and more. When Perks shows you that Snap offers 28 weeks of birthing-parent leave or that Intuit matches up to $12,500 annually on 401(k) contributions, those numbers link directly to the filing or policy page they came from. Nothing is inferred.
Side-by-Side Company Comparison
The compare feature lets you put two companies next to each other on every documented benefit. It highlights things candidates rarely think to ask: Hinge matches 10% on 401(k) while Salesforce caps at 6%. Spotify gives equal 26-week leave to all parents; plenty of other well-known companies do not come close. The comparison view is blunt and fast. You pick two names and get the documented gap immediately.
Curated Lists by Benefit Category
Not sure which companies to even look at? Perks maintains ranked lists for specific categories: best parental leave, fertility and IVF coverage, highest 401(k) matches, full health premium coverage, unlimited PTO, remote work policies, and more. Each list is updated with a date stamp. The fertility list alone covers 212 companies, with named dollar limits rather than vague policy language.
Disclosure Statistics, Not Just Profiles
One of the more striking parts of the site is the transparency data. Only 0.7% of companies publicly state H-1B sponsorship. Only 0.8% document egg freezing coverage. Only 10% have any employee testimony on file at all. These are disclosure rates, not provision rates. A low number means the benefit simply is not documented anywhere Perks could verify, which is itself a useful signal about a company’s culture of transparency.
How Priya Used Perks Before Accepting a Fintech Offer
Priya, a senior product designer in Austin, had two offers on the table last month. One was a slightly higher base salary at a fintech startup. The other was a mid-size software company with a more modest number on paper. At 9pm on a Tuesday, sitting at her kitchen table with both offer letters open, she pulled up Perks and searched both companies by name.
The fintech startup had no documented parental leave policy anywhere on file. No fertility support listed. 401(k) match was absent from their profile entirely. The software company, by contrast, had 18 weeks of equal parental leave for all parents, a documented $10,000 fertility allowance, and a 4% 401(k) match confirmed from a federal Form 5500 filing.
Priya is 31 and knows she wants kids within the next few years. That context made the benefit gap decisive. She took the software company offer. The salary difference was roughly $8,000 annually. The fertility allowance alone was worth more than that, and she had a source document to confirm it actually existed before she signed anything.
That is the specific outcome Perks is designed to produce: a decision made with real information, not assumptions.
How Searching on Perks Actually Works
Step 1: Search by Company or Benefit
Type a company name into the search bar and you get its full benefit profile immediately. No account required. Alternatively, flip to the “by perk” view and search for a specific benefit like parental leave or visa sponsorship to see every company that documents it, sorted and filterable.
Step 2: Check the Sources
Every data point on a company profile links to its origin: a federal filing, a careers page, an employee disclosure report, or a published policy. You can click through and read the actual document. The date it was last verified sits right next to each field.
Step 3: Compare Before the Conversation
Use the compare tool to pull two companies side by side. This is especially useful going into a final negotiation round, since you can see exactly where a company’s documented benefits fall short relative to a competitor and ask pointed questions from a position of knowledge rather than hope.
Who Should Be Using This
Anyone evaluating a job offer, frankly. But Perks is especially useful for people whose life circumstances make specific benefits non-negotiable: parents, people planning families, international workers who need visa sponsorship, or anyone whose healthcare needs make the difference between a $0 premium and a significant monthly cost genuinely material. The database is free to browse with no account needed. Start at perks.global and search the companies already on your list. You might be surprised what you find, and what you do not.
