How do managers at Zapier lead and support employees in their work?

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Managers at Zapier support employees through trust, personal connection and clear accountability. Employees describe a leadership culture where managers are expected to help people understand priorities, grow through feedback and bring their own strengths to the way they lead. External reviews reinforce this view, with Zapier earning strong CEO approval and management ratings, reflecting broad employee confidence in leadership and day-to-day management effectiveness.

Leading with context and accountability: Zapier’s leadership culture emphasizes clarity around goals and ownership, which helps employees connect their work to broader company priorities. “Being a leader at Zapier starts with a ton of accountability — the visions that we set, the guidance that we give — has so much to do with our people's ability to feel focused in their work, to feel a sense of purpose,” said Zapier’s people and AI transformation leader. That approach aligns with Zapier’s remote operating model, where DRIs, single-page specs and timelines help teams move without relying on constant synchronous meetings.
Manager support that feels personal: Employees describe a management culture that starts with understanding the person behind the role. Rather than focusing only on tasks and performance, managers are encouraged to build genuine relationships with their teams and create space for employees to bring their full selves to work. One data manager said they use the first few minutes of one-on-ones to check in on how teammates are doing before discussing work updates. That people-first approach shapes how employees experience leadership more broadly. One data leader reflected that seeing management at Zapier changed their perspective on leading others, saying, “I've been in management previously and thought I never would want to again, but seeing what management looks like here changed my mind.”
Growth through feedback and shared problem-solving: Zapier’s “Grow through feedback” and “Empathy over ego” values show up in how leaders support employees through uncertainty. A global customer support leader said strong leadership requires vulnerability, including the willingness to ask for help, acknowledge mistakes and work through challenges with others. Employees also point to regular feedback, manager support and internal growth paths as signs that leadership is designed to help people improve over time.
External signals:
- Approachable Leadership: External reviews describe Zapier leaders as accessible, empathetic and responsive to feedback. Employees consistently express confidence in leadership and the company’s direction, saying leaders are open in one-on-ones and engaged across levels of the business. These perceptions are reinforced by an 83 percent approval rating for Zapier co-founder and CEO Wade Foster. (Glassdoor; Comparably)
- Manager Coaching: Reviewers describe managers as supportive and growth-oriented, with one reviewer saying managers act more like coaches than referees. Others note that managers support long-term career goals while giving employees room to own their work. (Glassdoor; Comparably)
- Trust and Autonomy: External reviews highlight a culture where employees feel trusted, supported and able to ask for help without losing credibility. Reviewers also point to low internal politics and strong communication as reasons teams can work effectively. (Glassdoor; Comparably)

Bottom line: Managers at Zapier lead by giving employees clear context about organizational priorities, autonomy over their work and room to grow. Employees describe support that combines clear expectations with personal care and a willingness to learn together.

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