zLinq
zLinq Compensation & Benefits
zLinq ensures pay and bonus plans are competitive by benchmarking salaries against third party data sources annually and conducting formal compensation reviews annually; combining market analysis with performance evaluations to set market and merit increases.
zLinq achieved median total compensation 6% above industry average; 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 pays 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 development reimbursement, 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 and 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 benefits, offering Q&A sessions during open enrollment, and providing ongoing benefits training quarterly.
It is important to zLinq that we provide "best in class" benefits even though we are a startup and a small employer - we want to be competitive for recruiting and retention of employees.
zLinq offers equity shares for all employees - amounts vary depending on whether the new employee is an individual contributor or ledader in the organization.
Stock optoins vest at 25% per year, and zLlinq ties units to promotions in the organization. Equity is administered through Carta, and stock options training is conducted quarterly, giving employees visibility into grant value and vesting.
Most positions in the company have individual bonus offerings tied to personal KPIs quarterly, and paid out monthly. This puts bonus earnings in the hands of employees, not vague "company performance". In sales, we have a 50% base and 50% commission structure, as is common for software companies. zLinq has built-in quarterly accelerators that enable sales consultants to far exceed their on target earnings. Average sales salaries are $150K, well above benchmark for the industry.
