Company details

HEADCOUNT

25-99

ORG TYPE

Corporate

SECTOR

Professional Services

WEBSITE

http://www.zero100.com/

About the company

Zero100 is a membership-based intelligence company for global operations and supply chain leaders, focused on digital transformation and decarbonisation. The company blends research and data products with executive events and advisory-style guidance for member organisations. Zero100 positions the community as a peer network for senior leaders, supported by an external advisory board drawn from large operators. Public-facing content includes research previews, insights, and podcasts alongside a member login for deeper materials.

Locations and presence

Zero100 is headquartered in London, with team members also based across Europe and the US. Job ads and benefits language also point to a central London office setup alongside remote options for some roles.

Palpable Score

53.7

/ 100

Zero100 looks like a well-run small company with strong culture signals and decent benefits, but public evidence for true early-career entry points is thin. Most visible openings skew mid-to-senior, which limits access for graduates and 0–3 year candidates and makes learning and progression hard to judge from the outside.

Pillar 1: Early-career access

Score

6.3

/ 20

The company’s publicly listed roles (research, product, account management) mostly ask for multi-year experience such as 4–6+ years in account management and 6–8+ years for research leadership-style work.
Zero100’s visible openings lean toward senior titles (VP, Snr. Director, Principal-style research) rather than “Junior”, “Associate”, “Analyst (0–2 years)”, internship, or trainee pathways.
The company does not publicly show a recurring pattern of entry-level or graduate hiring, and no internship-to-full-time pipeline is visible in current listings.

Pillar 2: Hiring fairness and transparency

Score

13.0

/ 20

The company’s job ads provide concrete responsibilities (portfolio ownership, renewals, upsell targets, research outputs, event delivery) rather than vague “wear many hats” language.
Zero100 includes a clear benefits list in syndicated postings (unlimited holidays, healthcare, parental leave, pension, office perks), which helps candidates compare roles even when salary ranges are absent.
The company does not consistently publish salary bands in widely-viewable postings, which reduces transparency for early-career applicants who need pay clarity to assess fairness.

Pillar 3: Learning and support

Score

11.7

/ 20

The company’s roles mention cross-functional collaboration with product, research, and delivery teams, which can create day-to-day learning through exposure, but the ads do not spell out structured onboarding or coaching.
Zero100 is described in employee feedback as supportive and fast-growing, and there are references to robust internal processes and bringing an international team together, which can support development when managed well.
The company does not publicly describe early-career scaffolding such as buddy systems, 30-60-90 ramp plans, mentoring, or formal feedback cycles inside job descriptions.

Pillar 4: Pay fairness and stability

Score

11.7

/ 20

The company lists stability signals like full-time roles, healthcare, life insurance, enhanced parental leave, and pension provisions in job-posting benefits language.
Zero100 frequently uses “competitive salary” wording without ranges, and that missing pay detail caps confidence in pay fairness for early-career candidates.
The company includes office-related support and team socials in benefits, which can matter for junior affordability and belonging, but the lack of published bands keeps compensation hard to benchmark.

Pillar 5: Early-career outcomes

Score

11.0

/ 20

The company has external culture validation through inclusion in The Sunday Times Best Places to Work 2025 (based on a third-party employee survey), which is a positive signal for retention and engagement conditions.
Zero100 has limited but specific employee-review evidence describing a friendly culture, internal processes, and a “high performance” environment, alongside a caution about burnout risk.
The company has little public, role-specific outcomes data for early-career talent such as promotion timelines, junior retention over 12–24 months, or examples of graduates moving into larger scopes, so outcomes scoring stays mid-range.

Useful links & resources

Join Our Team (Workable)About Zero100 Press release – Sunday Times Best Places to Work 2025