Zillow

Coworkers and team are incredibly talented and smart.

The company has a policy where if you make an internal transfer to a different team or department with a more lucrative field, they're not going to increase your salary.

Let's say you make a move from senior customer service to a software engineering role and have to take a small step down in job leveling. Even entry-level software engineers make, on average, more than a customer service advocate. However, HR will reason that due to your "lack of experience," you won't get a salary increase.

If you make a lateral move, it is the same thing. The company will push back as hard as they can to underpay you while they spend over hundreds of thousands of dollars to bring in external candidates.

I believed HR when they gave me this reasoning and was underpaid by over $50k a year because I trusted them. This didn't just happen to me but to other teammates as well. It's company policy.

During an internal mobility workshop, someone asked if ZG will at least compensate successful transfers with salaries that match their roles' market value. The response was, "We try to make the best offer right off the bat and maybe will negotiate depending on the case." This essentially is a big fat no.

With this kind of policy, what makes you think anyone is going to want to stay at the company long term or actually believe your preaching about "career development?" Why would anyone want to stay when you're shorting them out on 50k or more a year?

Also, if you've noticed all the responses from the VP of recruiting on the low-rated reviews are dismissive of the critiques and advice, this clearly exhibits a top-down issue.