How (and Why) Legacy is Reinventing Workplace Benefits

“Humanize” is not lip service

  • 401k match of 4%
  • Health benefits available immediately
  • Unlimited PTO + mandatory time off
  • Unlimited executive coaching for each employee
  • 3 months paid leave for all new parents (whether birth parents or not)
  • $2,500 charity matching per person per year
  • 75% reimbursement for health and wellness or professional growth spending
  • Unlimited access to Legacy products (masturbating on company time is OK here)

Legacy’s benefits reflect our culture


  • Keeping boundaries around work hours: Not only do we require time off, but we do not hound employees on the weekend. We go out of our way to avoid messaging or calling. I like to use the “schedule” feature so messages hit their inbox during work hours. And although some folks like weekend time for creative work or deep thought, we’ve never had a meeting scheduled on a weekend.
  • Not hiring assholes: Honestly, this is easier said than done. A lot of brilliant people are unkind. I can only ever remember one instance where one person was outright rude to another — and the person responsible is no longer with the company.
  • Committing to emotional check-ins: Look, it’s easy to jump straight to work topics every time. But a team is a bundle of people, and people are a bundle of emotions. If you can’t understand how your team feels, you’ll never understand how to motivate and inspire them. So we have frequent emotional check-ins; and I promise, they’re never cringy or awkward; they’re just real talks about how you’re feeling and what your team can do to support.


  • Expanded parental leave: Many workplaces offer maternity leave, but Legacy extends that to all parents, including adoptive ones. This is especially important as a company in the fertility space. We do not abandon our team parents once the baby arrives.
  • Executive coaching. Every Legacy employee gets free, unlimited executive coaching as many times a month as you need with a coach that serves no one else in the company. Most people meet with their coach 1–2 times per month.


  • Treating you like an adult. Whenever possible, we don’t have unnecessary bureaucracy or policies in place (very much inspired by Netflix’s No Rules Rules). We expect you to act in the best interest of the company, and keep it at that. No cumbersome expense policies, no fixed budgets — just do what you need. We hired you because we trust you.
  • Implementing nudges: Sometimes it’s the little things to help support the team. For example, our 401k retirement plan automatically sets up a 6% contribution. Employees can go in and change these settings, but they rarely do. Combined with our 4% match, Legacy team members are saving 10% for their future through a tax-advantaged vehicle. My background is in behavioural economics — this is known as sticky defaults.


  • 75% reimbursement for health and wellness spending: Startups can be stressful (and do we have some war stories already). Legacy’s employees should never have to choose between paying bills and funding what helps raise their quality of life. From new mattresses to gym memberships, we trust our employees to know what’s best for their health and we stand behind their decision.
  • 75% reimbursement for professional development: I mean, we hired them all executive coaches, so why wouldn’t we back their other professional growth needs? Books, classes, retreats, you name it. When our people win in their own lives, Legacy reaps the benefit.

We’ve created a workplace that puts people first




Khaled is the Founder & CEO of Legacy. Prev. at Harvard, the World Economic Forum, and UN Women.

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Khaled Kteily

Khaled Kteily

Khaled is the Founder & CEO of Legacy. Prev. at Harvard, the World Economic Forum, and UN Women.

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