What is the salary like at Zenyum ?

Great working enviorment , nice ppl around

no work life balance, fast chaging, salary under market range

Chill, team is nice, can try many tasks and bring value to your work

The salary is insufficient, incentives are lacking, and the work feels mundane.

- good culture - friendly people

- no career growth - salary is low

Almost everyone is great here. Not a lot of pressure in term of the environment.

The salary is kinda low.

-Good environment and great colleagues - Basic benefit given and WFH once a week given -Great salary

- The manager acts unprofessionally by being a buyer toward certain employees. - It is advisable not to share personal matters with the manager, as they do not show professional respect and tend to disclose secrets to others. - No CCTV in the office allows staff to engage in activities inappropriate for the workplace. - This lack of a prayer room is very troublesome for Muslim individuals as they need to go to level G for public surau to pray. -This company's lack of work-life balance is evident through the managers' frequent disturbances on weekends regarding work-related issues, disregarding the employees' free time.

- Positive culture - Friendly colleagues

Below-average pay with no bonuses. Increments often depend on manager relationships, not just performance. Promotions tend to favor those close to leadership. Long hours, though somewhat flexible.

There aren't any at Zenyum.

This feedback paints a concerning picture of the company's environment, particularly regarding its treatment of employees and the performance of upper management. - Compensation: Basic pay is at market rate with no bonuses or RSUs. Salary increments are minimal and closely guarded. There are instances of employees being denied their hikes despite getting a written agreement. - Work Flexibility: Work-from-home is only allowed on Wednesdays, limiting flexibility. What is agreed during offer time can be changed instantly by management. - Work Hours: Fixed office timings are enforced. - Career Progression: There is a lack of communication and opportunities regarding career advancement. - No SMEs running this firm: Upper management is often seen as unqualified and providing generic advice to their reports. - CEO: He is disconnected from employees' daily challenges, such as work-life balance, fair compensation, and career development. He often gives lectures about working for the pure joy of seeing Zenyum succeed but doesn't want to share RSUs with anyone apart from the executive board. - Lay-offs: Management always provides assurances in the aftermath that the remaining employees are the core team members. However, no one takes it seriously and anticipates the next round. - HR Department: The HR department is viewed as ineffective, yet it solicits reviews on Glassdoor, leading to skepticism about the authenticity of recent favorable reviews. Advice to Potential/New Employees: - I would recommend to continue looking for better job opportunities while considering a position or commencing work at this company. It's only a matter of time before it runs out of funding (the company is not profitable still).

Willingness to listen to employees, flat communication structure, and higher salary than the market average.

Internal policy has changed too quickly.

you get salary on time..

decisions got overturned overnight, and the business is shrinking n layoffs keep coming, no 13th salary, no bonus

I was a member of Zenyum's senior management team for five years, reporting directly to the CEO. Here's a short snippet of my experience. The Good: Credit where it's due. Zenyum was a place where you could grow, especially in the earlier years. The pace was fast, the problems were real, and if you were hungry there was no shortage of opportunities to stretch. I built skills, took on more than my job description, and made some lifelong friends. For the average employee looking to learn fast, the first couple of years could be genuinely worth it. After that, the learning curve plateaus and you're basically just running on the hamster wheel with a lost management team at times. Blind leading the blind. IYKYK.

The Bad: Like most startups, salary was below market rate or at market rate at best. The sweet kicker was always the promise of a future payout through employee shares (ESOP). I was sold this dream when I joined, and it got reinforced at every quarterly OKR and every bonus season. In five years I received one salary raise and never a cash bonus, only more ESOP. And this wasn't just my experience, it was the playbook I was taught to use when hiring my own teams and managing bonus season. I drank the kool-aid for years and helped serve it to others. That part is on me, I own it. The Betrayal: After five years I chose to take my own path. Several other senior leaders also left around the same period. I left on good terms. Over a year after my departure, on the evening of December 23, 2025, two days before Christmas (and yes, I believe the timing was intentional), Zenyum's legal team sends out an email to all ESOP holders stating that a corporate transaction was completed and all shares in the company were acquired. On paper, a successful exit. Here's the kicker: all employee stock options were cancelled and the payout was zero. I confirmed with multiple former senior colleagues and to my knowledge, this applied to every employee who previously worked there. Fast forward to February 2026, the deal gets announced publicly as a "merger of equals" with MakeO Toothsi. The CEO keeps his role. The company lives on. But every former employee who was promised shares for years of below-market work? Not a cent. This is a company backed by Sequoia and L Catterton. Dozens of former employees were cut out entirely. That was a conscious choice. For me personally, it was a matter of principle more than the money. Even if the fair proportional payout was $1, because that's what every employee deserved, I would have been fine. Why am I sharing this? This is a lesson I wish someone had shared with me before I joined. Startups will try to compensate with ESOP upside, and the contracts are structured so the company holds all the cards. Even if you do your due diligence and get a lawyer to review the terms, what happened to us proved there is no real protection. Make your career decisions based on cash compensation and growth, not on the dream of a future payout that may never come. I don't regret the experience. I grew, I learned, and I made real friendships. But the two year mark was probably good enough. I wish I didn't give five years of my career and commitment only to walk away with nothing when the company finally got its exit.