Zapier Reviews

Leadership Development Needed: The engineering leadership would benefit from management training. The company currently assesses employee engagement and happiness based on the number of emojis received in posts, and evaluates engineers solely using metrics like lines of code written and completed tickets. However, these metrics are considered inaccurate, immature, and ineffective. Shifting Expectations: Employees often find it challenging to understand the criteria for evaluation. When changes occur, they are not adequately communicated. Unfortunately, surprise documents labeling individuals as failures without actionable feedback are common. Fear-Based Environment: The prevailing atmosphere is one of stress and self-preservation. Blame and finger-pointing are rampant. Management frequently emphasizes the company’s competition-related challenges to instill fear. Feedback Disregarded: Feedback provided to management appears to vanish into thin air. Conversely, feedback received from management tends to be unhelpful. Mixed Performance: Staff engineers exhibit varying levels of effectiveness. Some inadvertently create more problems than they solve for their teams. Ambiguous Engineering Principles: While “Move faster” is a guiding principle, the direction remains unclear. Projects have arbitrary deadlines but lack well-defined requirements. Leadership could set an example by improving the company culture. Transparency Gap: Although transparency is touted as a core value, it is not consistently practiced. Silent layoffs have occurred, and laid-off employees have been discouraged from submitting negative reviews. A targeted list of individuals seems to be under scrutiny, hindering their chances of success. Talent Drain: Capable engineers and leaders are leaving in significant numbers. Two out of the three founders are less involved, and the remaining founder lacks a clear vision for running the company effectively.

- Zapier is underperforming when it comes to Diversity, Equity, and Inclusion. Leadership enables practices that prevent BIPOC team members from feeling included and progressing at the same rate as their peers. The company talks the talk, so it seems like it is further along in being effective when it comes to DEI than it actually is. Whether it's unfair disadvantages for URG team members or unfair advantages for their counterparts, Zapier has real DEI problems that need to be addressed. If they don't the mass exodus of BIPOC folks will inevitably continue. - Engagement, particularly within leadership, is hit or miss. Some leaders clearly lead from the front, others are absent from their departments outside of monthly meetings. The less engaged leaders don't invest in the people that report to them, and skills gaps in middle and junior managers aren't addressed. - International team members don't have the same employee experience as US team members. Some things have improved, but issues related to intangibles like promotions and decision-making power persist. - Cronyism; opportunities and growth can be more about who you know than how you perform.