Job satisfaction at zLinq is supported through clear growth ladders; competitive pay and bonuses;  meaningful work tied to the company’s mission with stock options, and flexible benefits that reduce day-to-day stress. Leadership reinforces this with employee engagement surveys, employee appreciation programs, and customized career development strategies. 

zLinq reported that 89% of employees are highly engaged in their jobs in 2025 with a promotion rate of almost 15% and a turnover rate of 6% YTD. This demonstrates strong day-to-day satisfaction; employee loyalty, and confidence in the organization.  Additional signals include Denver Business Journal and Built In's Best Places to Work awards,  which honor companies with positive employee feedback on culture, benefits, and flexibility. 

 

Employees at zLinq say they would recommend it as a workplace because of the supportive culture; strong career growth; competitive pay and benefits; and flexibility that makes work fun!

zLinq reported that it achieved 100% offer-acceptance rates from referrals, demonstrating employees see this as a place worth joining; strong confidence in the employee experience, and loyalty that translates into word-of-mouth recommendations. 

Recommendation data is bolstered by positive reviews on Glassdoor, with a 94% recommendation score, a company rating of 4.8 out of 5.0, and 100% CEO approval.

 

The culture at zLinq is described as collaborative; innovative; inclusive; transparent, and growth-oriented, with employees pointing to cultural events; value-based recognition; informal team bonding such as happy hours and game nights as proof that culture is visible day-to-day. 

According to Gallup poll scores, zLinq reported that 91% of employees feel aligned with company values and mission, demonstrating strong cultural alignment; long-term employee loyalty; and an ability to live the values of  Buikding Trust, Getting Results, and Having Fun!

Employees also highlight open communication styles; colleagues who talk about lives outside of work; and a workplace that feels personal rather than transactional.  

 

Collaboration at zLinq is described as cross-functional, transparent, and direct, with employees pointing to shared tools like Teams, team and company meetings, and Tiger project teams as proof that collaboration is part of daily work. Teams highlight clear ownership and accountability lity frameworks, as well as norms around remote work as practices that keep projects moving and prevent bottlenecks. 

Healthy collaboration is further reinforced by empowering managers to resolve conflicts and encouraging employees to speak openly, encouraging differences of opinion. Beyond processes, employees point to cross-department projects that encourage collaboration between sales, product, and customer support. zLinq even has an employee-driven future product team function to incubate growth ideas for the organization!

 

Employee recognition at zLinq happens through all-hands celebrations;  quarterly awards tied to company values; monetary rewards like spot bonuses, and a Presidents Club trip for high achievers. Employees also highlight small moments such as (managers acknowledging work in team meetings; cross-department recognition that makes contributions visible beyond immediate teams; and traditions like company-wide shoutouts from leaders) as proof that recognition feels genuine, not just formal. 

zLinq reported 91% of employees felt recogized and praised for their work, demonstrating consistent appreciation for contributions; clear visibility of employee impact; recognition tied to values and results). Leadership reinforces recognition by ensuring managers recognize contributions consistently; spotlighting employees publicly; and weaving recognition into performance and feedback cycles. 
 

zLinq reported that 50% of leadership roles are held by women and has a committment to developing female leaders in an under-represented industry, with structured career ladders for all employees.  zLinq is proud to supporta 75% female workforce! 

zLinq ensures its hiring process is inclusive and fair by using structured interviews; providing bias mitigation training for interviewers; and applying standardized rubrics to demonstrate fairness in candidate selection and a commitment to equitable recruiting practices. 

 

zLinq has three main initiatives for belonging and inclusion, and employees highlight a culture of psychological safety, autheniticity, and visible support from leadership as evidence that we want employees to bring their true selves to the organization.

Diversity: Diversity improves creativity and results, more voices at the table means more solutions. zLinq is committed to creating an environment that welcomes all perspectives, where everyone feels valued.

Returnships: zLinq recognizes that when an experienced professional takes time off from their career, their talent is often overlooked in the recruitment process. At zLinq, we believe that a gap in a resume does not equal a gap in talent. These “Returners” are experienced professionals who are ready to work and are open to providing part-time, contract, or full-time employment with additional training for Returnships!

Retireships: At zLinq we appreciate our workforce regardless of age and understand that goals can change through a life. We offer a unique program designed to ensure a smooth transition to retirement. This is tailored to each of our “Retireships” based on individual circumstances, roles, and timelines.

zLinq promoted 15% of employees during the 2025 year with 89% of employees reporting they have opportunities at work to learn and grow.  This demonstrates clarity in career pathing, meaningful promotion opportunities, and a culture a internal mobility.

Career paths are defined through a published framework with levels and competencies; access to role progression guides; quarterly review cycles; and formal career-pathing discussions with managers. zLinq also published internal job postings and has a retention rate of above 93% in the organization.

 

zLinq ensures pay and bonus plans are competitive by benchmarking salaries against third party data sources annually and conducting formal compensation reviews once annually; combining market analysis with performance evaluations to set market and merit increases.

zLinq achieved median total compensation 6% above industry median; paying out 30% above base pay in bonuses and incentives, benefit costs, stock, and 401K contribution.  We strive to provide competitive pay relative to peers; meaningful performance-based rewards; and transparent bonus eligibility across roles. 

zLinq 100% of employee health-insurance premiums; offers PPO/HMO plans and HSA/FSA options; provides a 401(k) match up to 4%, offers flexible PTO and 11 paid holidays.  zLinq provides 12 weeks of paid parental leave for birth mothers and  4 weeks of paid leave for all parents.  Time off includes 4 days of paid company-wide shutdown days over the holiday season.

zLinq provides free onsite parking, subsidized meals and snacks; offers learning and developmentreimbursement,  hosts company-wide and team offsites; and provides additional perks such as pet insurance and consumer disounts.  This demonstrates committment to a comprehensive benefits package with perks that differentiate the employee experience). 

In 2024, zLinq reported that 85% of employees said they were satisfied with their benefits adn 100% said they were competitive with industry benefits. Leadership reinforces this by benchmarking plans and perks annually, reviewing employer contributions each year; soliciting employee feedback on perks and benefits; publishing a plain-English benefits guide; offering Q&A sessions during open enrollment, and providing ongoing benefits training quarterly.

zLinq reported that 100% of employees have access to flexible scheduling with 84% of the company working remotely.  16% of the organization works in a hybrid arragement with an average of one in-office day per week.  This demonstrates zLinq's commitement to flexiblity and work-life balance. 

 

Employees at zLinq describe managers as approachable and supportive,  pointing to regular 1:1s; quarterly feedback cycles; and recognition program) as ways managers help teams succeed. This approach helps employees feel values and stay engaged.

96% of employees feel that their manager cares about them as a person,  demonstrating strong employee support and connection.  

Leaders provide vision and direction through publishing a one-page guide that details company mission, vision, values, and strategy, as well as quarterly metrics around our GRACE metrics.  GRACE stands for Gross Marin, Recurring Revenue, Cost of Acquisition, Customer Churn, and Employee Engagement.  These metrics are consistently measured, updated, and shared transparently across the organization.

Glassoor's CEO approval rating of 100% shows that employees feel inspired and trust leadership’s long-term strategy.

 

At zLinq, employees describe the mission as connected to their daily work and consistently reinforced by leadership - we are all aligned in our goal of transforming the experience of communications for businesses.  This mission is reinforced daily by our focus on generating revenue, innovative product development, and a purposeful focus on delighting our customers.  We are proud of our 92% customer retention rate!

zLinq's commitment to its stated values of Building Trust, Getting Results, and Having Fun is woven throughout the organization in it's hiring, decision making, reward, and KPI processes.  We specifically design our interview questions around our values, have quarterly values awards, and meaure our ability to achieve our values (Revenue, Churn, Engagement).

zLinq most recently completed a Series B Top-Off and has a substantial line of credit, indicating investor belief in the organization.  We believe ina measured growth approach where we are balancing growth the revenue achievement.  With this philosophy zLinq maintains financial stability while still achieving growth goals.

We have grown about 40% YOY, demonstrating  consistent financial strength and stability during changing market conditions in the tech space.
Leadership underscores stability through consistent investment in new projects, steady hiring in GTM functions, and prudent cost management.