Zello Compensation & Benefits

How do you ensure pay and bonus plans are competitive? 

We design our compensation programs to be fair, competitive and aligned with both the market and our business goals. We benchmark pay using Carta across similar roles, levels and locations. 

Through semi-annual rewards cycles, we regularly review compensation and bonus plans to ensure they reflect market conditions, company performance and individual impact as Zello grows.

Which benefit delivers the most value — and how do you know?

The benefits that matter most are the ones our employees actually use and value in their day-to-day lives, and we believe that value comes from the full package, not a single benefit. We take a holistic approach to total rewards, combining competitive pay with meaningful support across healthcare, retirement, parental leave and professional development.

We regularly review participation and utilization trends, gather ongoing employee feedback, and look at indicators like retention and engagement to understand what’s working. This helps ensure our benefits reflect what our “Zellonauts” care about most, so they feel supported and empowered to have the impact that drives Zello forward.

Does the company offer stock/equity, and is it considered competitive?

Yes, every Zellonaut receives equity as part of our total rewards package, regardless of role, because we believe everyone should share in the value they help create. Our equity program is benchmarked against comparable companies and stages, with refresh grants tied to promotions and a bi-annual refresh after two years of tenure, rewarding long-term impact as Zello continues to grow.