Zeta Global is a data-driven marketing technology company headquartered in New York City that offers a cloud-based customer lifecycle platform for enterprise marketing, analytics and personalized engagement. The company’s solutions include a customer...
I talked to a variety of current and former employees to get a feel for day-to-day life. Most people said they enjoy the fast pace and the data-driven approach. One mid-level marketer said, “I like the challenge and the teammates — you learn fast.” A couple of engineers mentioned that project scope can shift quickly and they have to be flexible. Sales reps tended to praise the commission structure but noted that quota pressure can be intense. Overall, testimonials paint a picture of a company where you will grow quickly if you are adaptable and proactive.
The company culture at Zeta Global is centered on performance, experimentation, and measurable results. Teams celebrate wins and prioritize metrics, so there is a "test and learn" mindset. Collaboration is real but often centered around short cycles and deliverables. There is an emphasis on innovation, and people who enjoy data and optimization will feel at home. The phrase company culture at Zeta Global is commonly used by employees when describing the focus on outcomes over ceremony.
Work-life balance at Zeta Global varies by team. Some departments, especially product and engineering, offer flexible schedules that let people manage life commitments. Other functions, like sales and client services, can demand longer hours around client deadlines. Several employees reported being able to take time off when needed but noted that during peak periods they had heavier workloads. If you value flexibility, ask specific teams about norms during interviews.
Job security is generally tied to performance and business cycles. There is a clear focus on hitting targets, and teams that consistently meet or exceed goals tend to be more stable. During market downturns, there have been company-wide reviews and restructuring in the past, and some roles have been impacted. Candidates should consider how their skill set aligns with the company’s core revenue drivers to assess long-term stability.
Leadership places a strong emphasis on data-driven decision making and scaling products and services. Management communicates strategic priorities fairly often, and there are regular town halls and updates. There are times when direction changes rapidly, and middle managers are expected to translate those shifts to their teams. Overall, leaders are visible and accessible, though some employees feel that communication could be more consistent across all levels.
Manager quality varies widely by team. Many employees praised managers who mentor, provide clear goals, and advocate for team resources. These managers are described as supportive and growth-oriented. Conversely, some managers focus heavily on delivery without offering much coaching, which can make day-to-day work feel transactional. When interviewing, candidates will benefit from asking about a prospective manager’s coaching style and typical one-on-one cadence.
The company offers a mix of formal and informal learning opportunities. There are internal training sessions, access to online courses, and mentoring programs. Employees are encouraged to upskill, and managers will often approve training budgets for roles that directly impact team goals. There is room for improvement in structured career-path programs, but motivated employees can find many on-the-job learning moments.
Promotions are achievable for high performers who deliver results and take on greater responsibility. The promotion process is performance-based and tied to measurable outcomes. Timing can vary; some employees receive faster advancement in high-growth teams, while others see incremental promotions in more stable areas. Clear communication with managers about expectations will help candidates plan their growth trajectory.
Salaries are competitive within the industry and vary by function, location, and level. Entry-level roles will start around market rates for similar companies, while senior roles align with senior-market compensation. Compensation includes base salary and variable components for certain roles. Candidates should research market benchmarks and be prepared to negotiate based on demonstrated impact and experience.
The company uses bonuses and variable pay to reward performance. Sales and client-facing roles tend to have commission plans, while other teams may have performance-based bonuses tied to team or company goals. Incentive plans are typically transparent, with clear targets and payout schedules. Payouts align with performance metrics and may be adjusted based on company results.
Health and insurance benefits are comprehensive and include medical, dental, and vision plans. There are options for dependents and typical employee assistance programs. Benefits packages are competitive and include standard offerings for full-time employees. Employees report satisfaction with coverage and the ease of enrollment, though costs depend on chosen plans.
Employee engagement includes regular town halls, team offsites, and social events. There are recognition programs and opportunities to participate in cross-functional projects. Events vary by region and team, with some offices hosting frequent social activities and others focusing on professional development meetups. Participation rates are high in teams that prioritize culture and connection.
Remote work support includes flexible remote policies and tools to stay connected. The company offers collaboration platforms, stipends for home office equipment in some cases, and guidelines for remote-first teams. Hybrid arrangements are common, and remote candidates are considered depending on role requirements. Remote onboarding is supported, though new hires may need proactive outreach to build networks.
Average working hours typically fall in the 40–50 hour range, depending on role and project cycle. Some teams maintain regular 9-to-5 rhythms, while others require extra hours near deadlines or product launches. Employees should expect occasional evening or weekend work when priorities demand it, balanced by quieter periods.
Attrition rates have fluctuated with business cycles. There have been periods of higher turnover and at least one notable round of restructuring in recent years. Layoffs were announced during market contractions, which affected multiple functions. The company has taken steps to improve retention through development programs and clearer career paths, but external market conditions continue to influence staffing changes.
Overall, working at Zeta Global can be a rewarding experience for people who thrive in a fast-paced, metrics-oriented environment. The company offers solid benefits, growth opportunities, and a culture that values experimentation. There are trade-offs: job stability can depend on performance and market forces, and the intensity of some roles may not suit everyone. For candidates who enjoy data, innovation, and measurable impact, this company is worth considering.
Read authentic experiences from current and former employees at Zeta Global
Smart, collaborative team. Good mentorship and modern tech stack. Plenty of chances to learn new tools.
Compensation slightly below market for NYC. Occasional sprint crunches around deadlines.
Great clients and supportive peers.
Management was inconsistent. Performance reviews felt political and salary growth was slow over several cycles.
Remote-first flexibility, strong focus on modern data infrastructure and automated pipelines. Leadership is open to technical proposals.
Sometimes product decision cycles are slow and that delays delivery.
