How Cakes Body’s Founders Set the New Standard for Parental Support

Cakes Body Founders Taylor Capuano and Casey Sarai

For too many working parents, burnout is an almost guaranteed side effect of holding (at least) two demanding jobs. 

We’re all familiar with the struggles. Companies are reversing their flexible WFH policies, childcare is expensive, and even the best-laid plans fail; especially during flu season. 

Enter Taylor and Casey Capuano, the twin sister duo who founded Cakes Body, a viral nipple cover brand. 

Parents have been screaming about the lack of support at work for decades. While many organizations are content to sit around doing nothing (or close to it), the twins pulled a proverbial “hold my beer”, and rewrote the script for how companies can support their employees, especially women and parents. 

Cakes Body has quickly gone from a side hustle to a viral success story, but TikTok success is not the headline here. 

Their real legacy is in how they’re using their platform and profits to build a radically human-first workplace. With pioneering policies like company-wide paid sabbaticals and industry-leading childcare benefits, the duo is proving that purpose and profit don’t have to be at odds. 

In fact, they’re proving that supporting women and families can be a core growth strategy, not just a perk.

The Art of Proactive Problem-Solving 

Taylor and Casey didn’t just stumble into entrepreneurship — they created Cakes Body with lived experience as women and mothers in mind. Both sisters had worked in the corporate world, where they experienced firsthand the emotional and financial strain of returning to work after childbirth. 

They saw a gap in the market for better, body-positive nipple covers. Their products didn’t tug, itch, or feel like a compromise. And they last! 

Their product innovation caught fire on TikTok, and Cakes Body grew from $1 million in sales to over $10 million in just one year. 

Instead of taking alllll the money to the bank, they grew a company that actively works to solve the problems women face both in and outside of work. They offer PTO and childcare benefits that are pretty much unrivaled. 

Shh, It’s Quiet Time: Paid PTO for the Entire Company

Every human knows how stressful the holiday season is. While some start their preparation in the middle of the summer, others find that they’re too late when getting holiday plans ready in November. It’s a mad rush to the end of the year. 

Cakes’ year-end PTO program recognizes the need for a refresh come December. From December 15 to January 15, the entire company shuts down. No Slack messages. No emails. No meetings. Just rest.

This “quiet period” is fully paid and planned for well in advance. Operations and marketing start prepping as early as August to ensure the business continues to thrive while the team is offline. You can tell this company is run by moms, because that’s some A+ preparation. 

We’ve all seen the studies and statistics about workplace burnout. Even the World Health Organization recognizes burnout as a serious problem. Again, most corporate leadership sees these stats and collectively shrugs. The message? Deal with it. 

The Capuano sisters believe that time off isn’t just a luxury, it’s an investment. By protecting rest and recovery as a company value, they exemplify a dedication to rest and wellness that goes far beyond lip service. 

In fact, taking a full month off allows the team to return in January fully energized and ready to tackle ambitious goals. 

This approach is a powerful challenge to hustle culture, especially in the startup space, where burnout is often worn as a badge of honor. Cakes Body is demonstrating, in real-time, that a company can scale fast while still protecting the well-being of its people.

If you’re looking to head to their careers page right now, hold on for a few minutes, because there’s more! 

The $36,000 Benefit That’s Making Waves

Cakes Body’s most groundbreaking policy is its childcare benefit. 

As of May 2025, the company is covering up to $36,000 per year for each employee’s childcare expenses for kids under age six. 

That’s not a stipend. It’s not a rebate. It’s full coverage.

At the time of launch, this benefit was extended to every employee who needed it. This was roughly 20% of their team of 30. 

For working parents, it’s life-changing. For women especially, who statistically bear the brunt of childcare responsibilities, it’s liberating.

Taylor and Casey designed the policy based on their firsthand knowledge of how limiting the cost of childcare is for a young family. Instead of offering a generic parental leave policy, they tackled the root cause of many women leaving the workforce: the inability to afford reliable childcare.

And the ROI is already apparent. Employees report feeling more loyal, less stressed, and more focused at work. So, actually, if you’re heading to their careers page, we’re not sure they have much turnover at all! 

By removing the emotional and financial burden of finding and affording care, the company is freeing up its team to thrive. 

It’s simultaneously simple and groundbreaking. 

Rethinking What “Qualified” Means

Beyond these policies, Taylor and Casey are also reframing the way companies evaluate talent, especially mothers returning to the workforce.

Instead of sidelining stay-at-home parents with resume gaps, they prioritize them. Their philosophy is that raising children hones an extraordinary skillset: multitasking, emotional intelligence, time management, crisis response, and more.

Another important skillset they prioritize in their hiring is problem solving, especially when it’s particularly proactive. They have stated that they look for “someone who’s going to make your problems their problems.”

This perspective is helping reshape hiring practices, especially in an industry where “startup hustle” is often associated with youth and uninterrupted work histories. Cakes Body is challenging that bias and opening doors for experienced, capable women who have simply taken time “off” to care for their families.

A Model for Other Companies

Cakes Body’s policies may seem extreme to some, especially since their policies are unmatched. In fact, no other company comes close. 

Most startups don’t offer full childcare coverage or a month of PTO. Cakes Body is single-handedly building a case that these benefits aren’t just nice to have. They’re essential to sustainable growth and inclusive hiring.

Many of the challenges that keep women out of leadership roles are structural.

Lack of affordable childcare. Inflexible schedules. Limited leave. Cultural stigma around motherhood. Taylor and Casey are stripping those barriers away, piece by piece.

The data already shows they’re moving in the right direction. 

Research shows that every $1 invested in childcare support can return up to $4.25 in reduced turnover, increased engagement, and boosted productivity. Companies that offer strong parental support tend to outperform their peers in terms of retention and employee satisfaction.

This math is simpler than your first grader’s homework. 

Cakes Body isn’t just benefiting its employees. It’s modeling a better way forward for startups, corporations, and investors alike.

Why This Matters Right Now

We probably don’t have to remind you, but the U.S. doesn’t have a great reputation when it comes to supporting parents in (or out of) the workplace 

The U.S. remains one of the only industrialized countries without federally mandated paid parental leave or universal childcare. That leaves businesses in a unique position of power: they can either maintain the status quo or choose to innovate.

Cakes Body has chosen the latter. And they’re doing so with the clarity that women, parents, and caregivers aren’t just workers—they’re essential to a thriving, diverse, and sustainable company.

Taylor and Casey’s approach is resonating because it’s both empathetic and strategic. It’s smart business built on real, authentic values.

Step Up Like Cakes 

Perhaps the most important impact of Cakes Body’s policies is how they empower other organizations to step up. When we read the stories about the Cakes Body benefits, we had to pick our jaws up off the floor — twice! At Carter House Copy, we love working with companies who show their parent employees support and grace. 

When a fast-growing startup with a relatively small team can offer industry-leading childcare benefits and prioritize deep rest, larger companies have no excuse. 

And that’s the legacy Taylor and Casey are building.

By setting a new standard, they’re challenging others to follow. We think it might be their most influential creation yet. 

And we hope this sort of treatment goes viral, too!