Zepto is a fast-growing quick-commerce company headquartered in Mumbai that specializes in ultra-fast grocery and essentials delivery through a dense network of micro-fulfillment centres and app-driven logistics. Operating within the e-grocery and la...
Employees describe a fast-paced environment with lots of energy and clear goals. Many will tell you they learned quickly and gained responsibility earlier than at bigger firms. Some people say they loved the hustle — the product moves fast and you see direct impact — while others mention long sprints during peak seasons. If you ask current and former staff about working at Zepto, you will hear praise for the team spirit and frustration about occasional process gaps.
The company culture at Zepto leans strongly toward execution and speed. It is a results-first atmosphere where teams rally to solve daily operational problems. You will find a culture that rewards initiative and celebrates quick wins, but it can also reward fire-fighting over long-term planning. For someone who thrives in a startup rhythm, the company culture at Zepto can feel invigorating. For those who prefer structured processes, it may feel chaotic at times.
Work-life balance at Zepto varies a lot by role and team. Customer-facing and operations roles often require weekend shifts or peak-hour availability, so you will have to plan personal life around business cycles. Corporate and engineering teams report more predictable schedules but still experience high-intensity periods around launches and scaling efforts. Overall, if you value strict 9-to-5 predictability, this may not be ideal; if you value flexibility and adrenaline, it may suit you.
Job security at Zepto is tied to growth metrics and fundraising cycles. There are no guarantees in a high-growth startup environment, and resources are often reallocated quickly based on business needs. Employees should expect role evolution and occasional restructuring as the company optimizes operations. That said, high performers and critical functional roles will generally have more stability.
Leadership is ambitious and hands-on, with a focus on speed and market share. Strategy decisions are often made rapidly and communicated across teams. Senior leaders are visible and accessible, but they may prioritize short-term market moves over extended planning. Communication from the top is frequent, though it can be tactical and focused on immediate objectives rather than long-term narratives.
Managers tend to be young, energetic, and pragmatic. Many are promoted internally and understand the ground realities of their teams. Reviews of managers are mixed: some are praised as mentors who push employees to grow, while others are critiqued for being too execution-oriented and not providing enough coaching. If you join, your experience will depend heavily on the specific manager and team dynamics.
There are practical learning opportunities on the job that you will not find in more layered organizations. Cross-functional exposure is common, and employees pick up skills in operations, analytics, and customer experience quickly. Formal training programs exist but may not be as mature as in larger companies. Employees who proactively seek mentorship and online courses will find strong on-the-job growth.
Promotion paths are fluid and can be fast for high performers. The rapid pace allows people to take on expanded responsibilities earlier than in traditional companies. However, criteria for promotion can be inconsistent and sometimes influenced by immediate business needs. Those who document impact and align with business priorities will have the clearest path to advancement.
Salaries at Zepto are competitive for a startup but vary widely by location and function. Entry-level operations roles will generally start at lower bands compared to engineering and product roles, where compensation can be substantially higher. Senior and specialized roles may include equity components. Compensation packages typically reflect market pressure to hire and retain talent in a competitive landscape.
Bonuses and incentives are performance-linked and role-dependent. Operational teams may have target-based incentives tied to delivery metrics, while corporate functions may receive performance bonuses subject to company results. Equity or stock options are commonly part of the package for mid-to-senior roles and are used to align long-term incentives.
Health and insurance benefits are offered and meet standard corporate expectations. Medical insurance typically covers employees and immediate family members, and there are basic wellness provisions. The depth of the benefits can vary by grade, and some employees report that ancillary coverage and reimbursements could be improved.
Employee engagement is active and often centered around product milestones, festive celebrations, and regional meetups. The company invests in team outings and in-office events to build camaraderie. Engagement is pragmatic rather than ceremonial — events are meant to recharge teams and celebrate quick wins rather than being elaborate.
Remote work support depends on the role. Many customer-facing and operational roles require physical presence, so remote options are limited. Corporate and technical roles may offer hybrid flexibility, and the company will provide basic tools for remote collaboration. Remote-first expectations will not be universal; employees should confirm role-specific policies during hiring.
Average working hours vary by function but skew above a standard workweek during growth phases. Expect longer days during launches or peak delivery windows. Engineering and product teams may experience more predictable hours outside of deadlines. Overall, employees should plan for periodic high-intensity stretches.
Attrition is higher than in mature companies, which is common for fast-growing startups. Staff turnover can be frequent as roles evolve and new priorities emerge. There have been instances of restructuring consistent with industry cycles and funding realities. Prospective hires should consider both the learning opportunities and the inherent volatility of high-growth environments.
Overall, this company offers strong learning, rapid career growth for high performers, and a lively, execution-focused environment. It will suit individuals who thrive on speed, flexibility, and hands-on problem solving. It will be less suitable for those seeking rigid structures, predictable hours, and long-term certainty. On balance, the company earns a positive rating for energy and opportunity, with caveats around consistency and stability.
Read authentic experiences from current and former employees at Zepto
Great colleagues and exposure to fast-moving product launches.
High churn in leadership, inconsistent processes and unclear career paths. Salary increments were slow.
Fast-paced environment, strong focus on engineering excellence and learning. Good stock options.
Long hours during product launches and occasional process gaps.
Supportive team, clear OKRs.
Compensation below market for the role, and peak-hour shifts are tiring but predictable.
