Ziff Davis

New York

2,138 Total Employees

Year Founded: 1927

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Ziff Davis Compensation & Benefits

Updated on September 08, 2026

This page summarizes recurring themes identified from responses generated by popular LLMs to common candidate questions about Ziff Davis and has not been reviewed or approved by Ziff Davis.

How are the compensation & benefits at Ziff Davis?

Strengths in core benefits such as healthcare, parental support, and broad time off are accompanied by variability in eligibility and mixed signals on compensation clarity and progression. Together, these dynamics suggest an attractive package whose realized value depends on the specific business unit, location, and the finalized offer terms.

Key Insight for Candidates

Benefits-first tradeoff: Ziff Davis heavily subsidizes healthcare (even $1/month options) and offers generous parental leave, FTO, and remote work, while base pay satisfaction is only average. Great if you prioritize low medical costs and time off; less so if you seek top-tier cash.

Evidence in Action

High Employer-Paid Healthcare — Over 80% employer-paid medical coverage, with HSA match, low primary/mental-health deductibles, free telemedicine, and a $1/month employee-only option on some tiers. This meaningfully lowers total healthcare spend and simplifies access to care for employees and families.
Generous Parental Leave — 16 weeks paid leave for birthing parents and 10 weeks paid parental leave for all new parents, plus up to four weeks paid family leave for caregiving. Employees can focus on family needs without income loss, supporting retention, equity, and healthier returns to work.

Positive Themes About Ziff Davis

Healthcare Strength: Employer covers a substantial portion of medical costs and offers multiple plan choices with supportive features such as HSA options, low-deductible access points, and telemedicine. Wellbeing resources and mental health support further reinforce the overall healthcare offering.
Parental & Family Support: Generous paid parental leave for birth and non-birth parents is complemented by family‑planning support and practical assistance like medical travel and related logistics. Additional caregiving leave and adoption assistance are also described.
Leave & Time Off Breadth: Flexible Time Off in several regions and dedicated Volunteer Time Off indicate a broad approach to rest and community engagement. Company holidays and paid sick time add to overall time‑off flexibility.

Considerations About Ziff Davis

Exclusive or Unequal Benefits Coverage: Benefits and eligibility differ by brand, country, and employment status, and the company notes that not all programs are universal. Some offerings such as Flexible Time Off, Volunteer Time Off, and wellness reimbursements apply only to specific segments or locations.
Stagnant Pay & Limited Progression: Compensation growth is portrayed as uneven across business cycles, with references to slower raises or stalled progression in certain periods or teams. Such variability can temper how rewarding pay feels even when baseline pay appears competitive for some roles.
Unfair & Opaque Compensation: Compensation is characterized as average overall with uneven satisfaction by role and location, and some specifics like retirement‑match details are not clearly published. Official materials are older in places and advise confirming current terms, indicating potential opacity in the latest pay‑and‑benefit specifics.

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These insights are generated using AI and may not reflect internal data or verified company information. They are intended solely for general informational purposes and should not be considered a definitive assessment of the company’s reputation. If you are a representative of this company, and would like this page to be removed, you may contact us via this form.