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Total Rewards at Zapier

At Zapier, we invest in our people through rewards that reflect your impact and contributions. Find out how we invest back in you through our Total Rewards programs.

Base pay

Our base pay—also known as salary—market position defines how competitively we pay compared to other high tech sector companies. This enables us to design data-driven, fair, and highly competitive base pay programs.

Each role at Zapier has a pay range aligned with our compensation principles and based on national market data. We take a competency-based approach to base pay, which means we set pay for all Zapier teammates based on their competency rating at their current role and level. 

There are five competency zones, from developing to mastered, for every role. Each zone aligns with a compa-ratio* bracket. For example, if you’re developing in your role, the corresponding compa-ratio bracket will be at the start of the pay range; whereas if you’re mastered, the bracket will be at the top end of the range. 

We assess competencies during the hiring process for new Zapier teammates, during our annual salary review cycle, and when a teammate’s role changes.

* We use the term compa-ratio to represent your position in the pay range. Compa-ratio is your pay divided by the pay range mid-point (i.e., the middle ground between the minimum and maximum at the chosen market percentile). A compa-ratio of 100% means you’re at the mid-point, while a 90% compa-ratio means you’re 10% below the mid-point for your pay range.

Bonus

Zapier currently offers a bonus program to all Zapier teammates. Our bonus program is subject to company performance (i.e., it’s not guaranteed) and based on Zapier’s near-term success, measured through agreed upon metrics aligned with our company strategy. In keeping with Zapier's Default to Transparency value, updates on company performance are accessible to all Zapier teammates and regularly discussed during our weekly all-company meetings.

Where Zapier achieves its goals, bonus payments are made twice a year: once in July and once in December. Payments are based on company performance within our fiscal year, which follows the calendar year. The amount is prorated based on your hire date and calculated as a percentage of your base pay.

Benefits & perks

Our goal is to create a highly engaged culture where Zapier teammates of all backgrounds can do their best work and progress in their career. This means building an organization where you feel connected, motivated, and enthusiastic about seeing Zapier succeed—in part through equitable and inclusive programs and opportunities.

Because Zapier is an all-remote company and people can join our workforce from almost any country, our benefit programs and their access/availability differ across the globe. With the aim to support Zapier teammates in the best way we can, we currently offer:

  • Healthcare, dental, and vision in the UK, Canada, and the United States
  • Retirement plans with employer match in the UK, Canada, New Zealand, Australia, and the United States
  • For countries where we do not have entities or provide company-sponsored benefits, we add a regional benefits premium to our pay ranges (in these instances, when recommendations are made for base pay, the benefits premium has already been factored in)


On top of this, we offer:

  • Work from (almost!) anywhere*
  • Flexible time-off policy (most teammates take 4-6 weeks off per year for vacation and holidays)
  • 1 annual company retreat to an awesome place
  • 14 weeks of 100% fully-paid leave for new parents
  • Anniversary reward program (at 1, 3, 5, and 10 years)
  • Lifestyle spending account (wellness, travel, meals and entertainment, personal life expenses)
  • Spending account for job-related expenses
  • Fertility and family planning support


* Due to regulatory and security reasons, there’s a small number of countries where we cannot have Zapier teammates based. Additionally, because Zapier is an all-remote company and people can join our workforce from almost any country, we do not sponsor visas. Zapier teammates need to be authorized to work from their home location.

Equity

Our Equity for All program gives Zapier teammates the opportunity to share in the company’s long-term success. For teammates in most countries, we provide a path to equity ownership in the form of stock option grants. In the countries where we cannot grant stock options, we offer an equivalent long-term cash incentive. All Zapier teammates receive either stock options or cash incentive at time of hire and have opportunities to receive more during their tenure.

Stock options give teammates the right to buy a specific number of Zapier shares at a predetermined price set on the grant date (often called the strike price). Carta, the tool we use to access option grants, has some great resources on how options work here.