Who Actually Gets to Work Remotely at Gravity Payments?

By a workforce analyst covering remote work and fintech employment
Last reviewed: July 10, 2026

Gravity Payments calls itself remote-first, but only three of the seven positions on its current hiring board were labeled remote in July 2026. The other four were outside-sales jobs tied to Boise, Los Angeles, Oahu or Kauai, making 42.9% of listed openings fully remote and 57.1% geographically restricted. Those percentages are calculated from Gravity’s seven current Greenhouse listings.

The distinction is important because “remote-first” can sound broader than the hiring record supports. Gravity has maintained remote work as its default organizational policy since 2020, yet current access depends heavily on job function.

Gravity Payments is a privately owned merchant-processing and financial-technology company with more than 200 full-time employees, according to its November 2025 retrospective. It keeps optional offices in Seattle, Boise and Honolulu but does not publish the percentage of its existing workforce that works remotely, uses an office or follows a hybrid schedule.

Remote-first is not remote-only

Gravity permits distributed work across the company, but jobs involving local merchant acquisition, equipment setup and face-to-face account management remain tied to specific markets. Its policy concerns organizational preference. Individual job descriptions determine actual location freedom.

Current hiring divides cleanly by job function

Gravity’s July 2026 board contained three remote roles: Bilingual Technical Support Analyst, Integration Engineer and Technical Account Manager. Four outside-sales listings were attached to local markets in Boise, Hawaii and Los Angeles.

Sources: Gravity Payments’ active Greenhouse board and individual job descriptions reviewed July 10, 2026.

The split is operational rather than arbitrary. Technical support, integration and account-management work can be performed through telephone, email, developer systems, Jira, virtual meetings and other digital channels. The Los Angeles sales listing requires representatives to visit local businesses in person, manage merchant relationships and own transportation.

Hawaii sales work is similarly physical. The Korean-bilingual listing includes payment-equipment installation, one-to-two-hour merchant setups and weekly visits to local bank branches. Those responsibilities explain why a company can remain remote-first while continuing to recruit location-bound employees.

My reading is that Gravity has adopted a function-based model. Work is remote where the service can be delivered digitally, while merchant-facing acquisition and equipment duties remain territorial.

What June 2026 BLS telework data shows

The latest Bureau of Labor Statistics table available at review time reported that 21.7% of working people teleworked for at least some hours during June 2026. The rate was 22.9% among full-time workers and 15.6% among part-time workers.

Remote participation was much higher in the occupational groups resembling Gravity’s technical and business roles. Some 59.4% of computer and mathematical workers teleworked during June, as did 54.1% of business and financial operations workers. The rate was 24.4% in sales occupations and 23.4% in office and administrative support.

Source: BLS Current Population Survey, Table A-42 for June 2026. BLS measures people who performed paid work remotely during the survey reference week, including those who worked remotely for only part of their hours.

Gravity’s current job mix broadly follows the national pattern. Its computer-facing and technical-account roles are remote, while local sales positions require field activity. Finance and insurance had a 59.0% telework rate, compared with 24.4% for sales occupations. Gravity is not assigned to those categories in the cited table, so they are labor-market benchmarks rather than a company classification.

The comparison also exposes a vocabulary problem. BLS counts anyone who teleworked during the reference week. Gravity’s listings marked “Remote” appear to describe the permanent location structure of the role. A national telework percentage cannot be read as the share of jobs that are fully remote.

Remote roles do not show a lower salary floor

All three current remote listings start at $80,000, matching Gravity’s stated companywide minimum. The local sales listings also begin at $80,000, although their maximums vary from $85,000 to $90,000.

The published listings therefore show no remote-work discount at the minimum salary. They do not prove that Gravity ignores geography across its complete payroll.

The remote Technical Account Manager has the widest advertised band at $80,000 to $120,000. The remote Integration Engineer reaches $100,000, while the Bilingual Technical Support Analyst tops out at $85,000. Job function and responsibility create much larger differences at the top of the range than work location does at the bottom.

Gravity does not publish a geographic-pay policy, employee salary distribution or location adjustment table. It also says it may negotiate outside the listed ranges when a candidate’s desired salary aligns with company and candidate needs.

The evidence supports a narrow conclusion: current remote candidates receive access to the same $80,000 floor. It cannot establish whether an employee living in Boise, Seattle, Honolulu or a lower-cost state receives identical pay for identical work.

The home-office requirements are unusually specific

Each remote posting requires access to a wired internet connection with at least 25 megabits per second download speed and 20 megabits per second upload speed. The technical-support listing also requires the ability to use a Windows-based computer.

The local sales listings contain the same internet requirement because part of the work is performed through telephone, video and online account systems. Boise and Los Angeles candidates must also provide their own vehicle, while Hawaii applicants must be able to travel within the assigned island market.

Gravity does not state in the listings whether it reimburses internet service, supplies a computer, pays mileage, provides a vehicle allowance or covers other home-office costs. No conclusion about reimbursement can be drawn from the public descriptions.

The important point is concrete: remote eligibility depends on infrastructure. A candidate lacking a wired connection meeting the published upload requirement does not satisfy the stated conditions even when the occupation is otherwise location-independent.

Employee preference is strong, but the survey is incomplete

Gravity says it became remote-first for every employee in 2020. When returning to offices became possible, 93% of surveyed employees reportedly said they wanted to remain remote or hybrid, leading the company to preserve that structure with optional offices in Seattle, Boise and Honolulu.

Its careers page separately reports that 90% of employees experienced strong autonomy in their roles. The figure comes from Gravity’s 2025 Company Employee Survey.

Neither page discloses the number of respondents, response rate, survey dates, question wording for the remote-work item or the split between employees preferring fully remote and hybrid arrangements. A 93% result from nearly the entire workforce would carry more evidentiary weight than the same percentage from a small voluntary sample.

The preference figure is credible as a description of company sentiment. It is not a fully documented workforce survey.

Remote work may support retention, but causation is unproven

Gravity says employee turnover fell from 22% roughly a decade earlier to 6% in 2025. It also reports that revenue per staff member doubled and that more than one-third of the 120 employees working there in 2015 remained a decade later. These results span periods before and after the 2020 remote transition.

BLS’s 2024 review of remote-work research found that several firm-level experiments identified small positive productivity effects and lower turnover as employee satisfaction improved. The agency’s summary did not claim that every remote arrangement produces those outcomes.

Gravity’s own experience cannot isolate the effect of remote work. The company simultaneously operated an $80,000 salary floor, introduced profit sharing, expanded benefits, promoted internally and adopted flexible scheduling. Any of those policies could affect retention.

The timeline is suggestive rather than causal. Gravity retained remote work while reporting low turnover, but public data do not show what turnover would have been under a mandatory office policy.

Where the remote-first headline misleads

The phrase can imply that location is irrelevant across the organization. Gravity’s current board shows otherwise.

Three positions are remote, while four require workers to operate in defined local markets. A sales representative may complete administrative work from home but must also visit businesses, install equipment, attend merchant meetings or travel to bank branches.

The company has also retained physical offices. Employees are not described as permanently barred from them; Gravity calls those locations optional.

“Distributed by default” is a more accurate reading than “every job from anywhere.” The current policy offers substantial flexibility for technical and internal positions while preserving geographic requirements where revenue depends on face-to-face merchant relationships.

What Gravity does not publish

No reviewed source provides the following workforce data:

• Percentage of employees who are fully remote, hybrid or primarily office-based.
• Number of workers assigned to each state.
• Average office attendance by location.
• Remote-worker promotion and turnover rates.
• Home-office, internet or mileage reimbursement policies.
• Salary adjustments based on employee location.
• Survey response counts for the 93% remote-or-hybrid preference figure.

Census research shows that this lack of measurement is common. A 2025 Census working paper reported that 70% of surveyed firms did not track employee days in the office and 75% did not monitor employees while they worked from home. Workers averaged approximately one home-working day per week across the businesses studied.

Gravity may track more internally, but it has not released the data. Its careers page communicates a policy; it does not provide a remote-work census.

FAQ

Is Gravity Payments a fully remote company?

Gravity describes itself as remote-first rather than fully remote. It offers optional office space in Seattle, Boise and Honolulu, and several current sales jobs require local field work.

How many Gravity Payments jobs are remote?

Three of seven openings on the company’s Greenhouse board were labeled remote on July 10, 2026. That equals 42.9% of the current postings.

Which Gravity Payments jobs are remote?

The remote openings were Bilingual Technical Support Analyst, Integration Engineer and Technical Account Manager. Their published salary ranges ran from $80,000-$85,000 to $80,000-$120,000.

Can a Gravity Payments sales representative work from anywhere?

The reviewed outside-sales roles cannot. Boise, Hawaii and Los Angeles listings require work in their named markets, and several require personal transportation and in-person merchant visits.

What internet speed does Gravity require?

Current remote listings require wired internet providing at least 25 Mbps download and 20 Mbps upload speeds.

Does Gravity reduce pay for remote workers?

No remote discount appears in the current job listings. Remote and location-bound positions all start at the company’s $80,000 floor, but Gravity does not publish a complete geographic compensation policy.

Do Gravity employees prefer remote work?

Gravity reports that 93% of employees surveyed wanted to remain remote or hybrid. The company has not released the survey’s respondent count or the separate percentages choosing each arrangement.

Gravity’s remote policy is more durable than the temporary arrangements adopted by many employers in 2020. Its boundaries are equally visible: technical work travels, while outside sales remains local.