10x Genomics

Pleasanton, California, USA
1,518 Total Employees
Year Founded: 2012
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What It's Like to Work at 10x Genomics

Updated on February 07, 2026

This page was generated by Built In using publicly available information and AI-based analysis of common questions about the company. It has not been reviewed or approved by the company.

What's it like to work at 10x Genomics?

Strengths in mission focus, product leadership, and benefits are accompanied by challenges tied to layoffs, funding‑sensitive demand, reorganizations, and uneven management consistency. Together, these dynamics suggest a high‑impact yet volatility‑prone environment where outcomes depend heavily on team context and individual risk tolerance.
Positive Themes About 10x Genomics
  • Mission & Purpose: Work advances single‑cell and spatial biology with widely adopted platforms that enable high‑profile research across oncology, immunology, and neuroscience. The organization emphasizes first‑principles thinking and “WE before ME,” reinforcing a mission‑led culture.
  • Innovation & Products: The company is a category leader across Chromium, Visium, and Xenium with an active roadmap, recent updates, and partnerships that keep problems technically challenging. Complex, interdisciplinary work across hardware, wet lab, and software is described as next‑level and hard to find elsewhere.
  • Benefits & Perks: Perks include comprehensive health coverage, 401(k) match, ESPP/equity, generous PTO and parental leave, and employee events. Total rewards are often considered competitive in core R&D and software groups.
Considerations About 10x Genomics
  • Job Insecurity: A workforce reduction in May 2025 and caution tied to NIH‑influenced academic demand indicate operating pressure that can affect headcount and scope. Exposure to academic funding cycles suggests variability in targets and resourcing for certain roles.
  • Change Fatigue: Commercial reorganizations, cost controls, and shifting priorities point to a change‑heavy environment that can disrupt execution and planning. Team‑level differences alongside shifting priorities signal uneven stability across functions.
  • Weak Management: Unclear direction and uneven middle management contribute to friction in some groups. Communication improvements in certain areas coexist with variability in consistency across teams.
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The insights on this page are generated by submitting structured prompts to some of the most popular large language models (“LLMs”) and summarizing recurring themes from the responses. Because the insights are generated using AI, they may contain errors. The insights do not necessarily reflect internal data, employee interviews, or verified company information. They may be influenced by incomplete, outdated, or inaccurate data, and may vary across LLM providers. These insights are intended for informational purposes only and should not be interpreted as a factual or definitive assessment of a company's reputation. Built In makes no representations or warranties regarding the accuracy, completeness, or reliability of this information, and disclaims any liability for any actions taken based on this information. If you are a representative of this company, and would like this page to be removed, you may contact us via this form.
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