Zepz reviews

- Extremely low trust org - Very poor leadership and management - Poor product - Questionable ethics and customer data protection Zepz is a terrific case study of what NOT to do in business. There is significant turnover at all levels (including CFOs, and CEOs), there is extremely low trust across the org, and there is ample quiet-quitting. The People and Operations orgs are especially poorly performing. The integration of the two brands was executed as if it were the first time the Chief People Officer had ever done it; and the Operations org is structured in a way that does not make sense nor support the initiatives that so desperately need to get done. If you're constantly restructuring and creating new "strategic" plans, and don't have the discipline to ride them out (probably because they weren't solid to begin with), you are doomed to stay in a cycle of going back to the drawing board and being unproductive all while wasting money and losing morale. If you are new in your career it would be especially dangerous to join the company as you will pick up bad habits, and not be setup for success at another company. If you are more senior in your career, you will most likely live in a cycle of frustration and disbelief as you see how things are done at Zepz. Initially the company was trying to IPO but it appears that can't happen because the product is poor, leadership is misguided, and other companies simply deliver a better service. If you have no other options, sure, join the company, but if you can find anything else, that would be a better decision. If a company whose mission is to send money for people doesn't actually know where that money is every step of the way...we have a problem.

the company has a complete inability to determine a path forward and stick to it, with constant turnover across all levels (in less than 3 years, there were 2 CEOs, 3 CMOs, 2 COOs, 2 CFOs) and a complete lack of accountability to any individual or group of people to create a working model that stays around long enough to actually get anything done. Budgets get reforecasted at least twice a year (typically more) and every single person is expendable, regardless of performance or impact, as a result of the inability to pick a plan and stick with it. The primary motivation for any given plan is how to spend as little money as possible, wasting the talent of many individuals that come from larger brands with hopes to do the "disruptive" work in tech promised by recruiters and leaders. The work is asked to be done on a laughable budget that often doesn't even allow for assets to be developed for campaigns. This is a "disruptive" and "breakthrough" tech company that can't automate basic systems that have led to customers being unable to send money home to sick family members, and then tries to quiet the upset customers by hiding comments and shutting down suffering corridors, rather than look in the mirror and have an ounce of accountability. Budgets are so tight that leaders were forced to deny people standard travel regulations for travel this year. To that end, the senior team is constantly going on retreats and then simultaneously turning around and telling teams they need to cut budget. This is the culture being pushed to the organization. Benefits and basic tools and elements like how to use Slack are not consistent across the organization and when the staff complains about the stress this causes, they are asked to be patient because the teams are stretched so thin. In some instances, people weren't paid correctly for months, and were still told to be patient with no timeline for resolution.