Employees and culture

We think of Cloud HQ as a virtual workplace, where every employee aspires to apply the same care, attention and discipline as they would in any of our physical office spaces. 

We give most employees the choice to work from wherever they are most productive, and they can request approval to work internationally for up to 40 days every year. We are also intentional about how and when we get together, using employee gatherings to drive connection and collaboration.

Our Health and Safety Policy outlines our commitment to maintaining a healthy and safe work environment. It emphasizes fostering a culture of continuous improvement and focusing on awareness, open communication, education and training, accountability and safe working methods.

We are committed to creating programs that build a sense of belonging and reflect our dynamic, innovative and inclusive culture. Our comprehensive benefits support our employees through every stage of their lives.

Our long-term success depends on our ability to attract, develop and retain talented employees who are able to thrive in Cloud HQ. We are intentional about creating an inclusive experience and developing employees throughout their careers. This begins with our approach to recruiting and continues throughout the work-life cycle.

Our talent attraction strategy includes a focus on connecting with candidates through a robust talent network and partnerships with professional organizations. We also look for talent from within, supporting internal candidates through the hiring process for new positions.

During onboarding, new hires learn about Zillow’s values, culture, purpose and story. We also facilitate connections through virtual small-group discussions and access to our employee resource groups (ERGs), which are open to all employees.

To identify areas for improvement and opportunities to drive employee retention, we regularly seek employee feedback, including through employee engagement surveys, as well as focus groups and post-event surveys.

We aim to help our employees unlock what’s next in their careers. Our career development programs incorporate performance development, training in critical skills such as people management and AI, as well as workshops, learning programs and coaching opportunities.

Performance development is a yearlong focus that includes setting goals and providing feedback during the midyear and annual review process. We also offer programs, workshops and learning opportunities to support career development.

We aim to give every Zillow leader ongoing training, tools and feedback, which supports the kind of empathetic, effective leadership that drives engagement and moves our business forward. Our Leadership Expectations outline our philosophy and expectations as well as the behaviors that are essential for creating a consistent leadership experience at Zillow. 

We offer experiential learning opportunities for each stage in the leadership journey. We also offer special programming and support for new people managers and new executives. We give managers feedback through the annual review process and through a survey of employees about their manager’s capabilities.