Company details

HEADCOUNT

100-499

ORG TYPE

Startup

SECTOR

Finance

WEBSITE

https://www.payzilch.com

About the company

Zilch is a London-based direct-to-consumer payments network that blends debit-style spending, credit instalments, and rewards, with a business model that includes merchant-funded advertising and offers. Zilch positions the product as reducing the cost of consumer credit through rewards and fee-free instalments, alongside a broader push into debit and savings features. Public reporting in January 2026 also links Zilch to European expansion via the acquisition of Lithuanian lender Fjord Bank. Zilch operates as a scale-up with multi-country hiring across the UK, the US, and Poland.

Locations and presence

Zilch lists London as headquarters and publicly advertises roles across the UK and the US. Zilch also runs hiring in Poland, which points to a meaningful delivery footprint outside the UK.

Palpable Score

54.7

/ 100

Zilch has some early-career entry points and strong learning-and-benefits messaging, but the live hiring mix skews heavily senior, which makes access timing-dependent for grads. Interview and review data is sizeable enough to be useful, yet it reads mixed, and public evidence of early-career progression is still thin.

Pillar 1: Early-career access

Score

8.0

/ 20

The company has publicly advertised a “Graduate & Internship Roles” intake-style posting, which is a real early-career front door when open.
Zilch’s current open roles skew senior across product, data, legal, and marketing, which reduces day-to-day entry-level access right now.
The company’s main careers pages do not show a steady stream of 0–3 year “junior/associate” roles across functions, so early-career hiring looks occasional rather than recurring.

Pillar 2: Hiring fairness and transparency

Score

11.0

/ 20

The company has a standard careers site and centralised application flow, which is better than ad hoc inbox hiring for consistency.
Zilch’s public interview feedback includes low positivity and “medium difficulty” signals overall, suggesting candidate experience varies by team and role.
The company does not publish a clear, role-agnostic hiring process overview (stages, timelines, what assessments look like), which makes effort and fairness harder to judge up front.

Pillar 3: Learning and support

Score

13.7

/ 20

The company explicitly states “regular reviews”, a training budget, and an internal learning platform, which are practical support signals for early-career growth.
Zilch lists internal training programmes and FCA and regulatory training in benefits-style materials, which is especially relevant for juniors in fintech.
The company does not share onboarding mechanics like buddying, ramp plans, or feedback cadence by level, so the strength of coaching for new starters is hard to verify externally.

Pillar 4: Pay fairness and stability

Score

12.3

/ 20

The company lists concrete benefits like private medical insurance, income protection, death-in-service cover, and pension support, which helps stability for early-career hires.
Zilch has externally visible pay data through public salary-reporting sites, but salary ranges are not consistently shown on the primary careers pages.
The company includes a share options scheme in public benefits lists, which can improve total compensation if offered broadly rather than selectively.

Pillar 5: Early-career outcomes

Score

9.7

/ 20

The company has a meaningful volume of employee reviews, which gives some signal on day-to-day reality, but it is not specific to early-career outcomes.
Zilch has mixed sentiment in review and interview datasets, which raises the risk that early-career outcomes depend heavily on manager and team placement.
The company does not publish early-career progression outcomes like promotion rates, time-to-level, or retention for interns and grads, so the outcomes score is capped.