Company details

Seattle, WA

HEADCOUNT

3000-9999

ORG TYPE

Corporate

SECTOR

Technology & Digital

WEBSITE

https://www.zillow.com

About the company

Zillow Group runs a major online real estate marketplace focused on helping people find homes to rent or buy in the United States. The company makes money through products for real estate professionals (including agent advertising and software) and through adjacent services such as rentals and mortgage origination. Zillow Group also owns well-known consumer brands in the category, including Zillow, Trulia, StreetEasy, and HotPads. The company positions the product direction around making home shopping and moving services more integrated for consumers.

Locations and presence

Zillow Group is headquartered in Seattle, Washington, and the company operates as a distributed workforce under its “Cloud HQ” model. Job postings are typically labeled by location type (remote, hybrid, office, or field), and teams use offices primarily for collaboration and in-person gatherings rather than daily attendance.

Palpable Score

72.8

/ 100

Zillow Group offers real early-career entry points through a named rotational program and visible new-grad and intern hiring, but the volume and consistency across functions is harder to verify from public listings because many postings are not easily readable without platform access. Zillow Group is unusually explicit in public materials about interview preparation, pay equity work, learning infrastructure, and distributed-work practices, which helps early-career candidates judge fit. Employee sentiment signals look mixed, so the upside is real, but the experience may vary by team.

Pillar 1: Early-career access

Score

14.2

/ 20

The company runs a Business Operations Rotational Program described as a two-year, post-graduate cohort with rotations across multiple business areas and built-in community/mentor support.
Zillow has continued to hire interns, including research-focused internship roles (for example, PhD intern postings) alongside historic internship cohorts across software, ML, and product tracks.
The company has evidence of new-graduate pathways beyond internships, including early-career engineering hiring signals and a specifically named recent-grad rotational associate track.

Pillar 2: Hiring fairness and transparency

Score

13.0

/ 20

The company publishes an “Interview Prep” hub that walks candidates through accessibility and inclusion, behavioral interview structure (including STAR), and role-specific preparation content.
Zillow has a visible, multi-stage interview pattern in public interview feedback (recruiter screens, skills tests, panels/1:1s), and Zillow sometimes responds directly to candidate feedback on interview pages.
The company’s rotational associate interview feedback describes a defined four-round process with a problem-solving component and a final in-person step, which gives candidates a clearer roadmap than many early-career tracks.

Pillar 3: Learning and support

Score

16.8

/ 20

The company reports structured learning infrastructure including Zillow University and LinkedIn Learning usage, with a quantified learning-hours figure reported for 2024.
Zillow describes a dedicated Talent Success function and a menu of development supports that include onboarding resources, leadership curricula for first-time managers and aspiring managers, coaching, and mentor-connection platforms.
The company frames Cloud HQ as a working model built around asynchronous collaboration and focused work time, with offices redesigned for periodic team connection, which supports distributed teams who need reliable operating rhythms.

Pillar 4: Pay fairness and stability

Score

15.2

/ 20

The company states a commitment to pay equity and reports running pay equity analyses across gender and race, paired with an explicit goal of equitable base pay for similar roles and qualifications.
Zillow outlines compensation frameworks that aim to prioritize performance over geographic location in pay decisions, which is a stabilizing signal for early-career hires in a distributed setup.
The company lists benefits that meaningfully affect early-career stability, including fully paid parental leave, student loan support, wellness reimbursements, and a sabbatical program.

Pillar 5: Early-career outcomes

Score

13.6

/ 20

The company says investments in recruiting, development, and flexible work have contributed to lower employee attrition, which is a concrete retention signal (even though it is not broken out by level).
Zillow’s public LinkedIn profiles for rotational associates show a recurring pattern of moving from rotational associate titles into roles in areas like program management, strategy, product, or HR after the program period.
The company’s Glassdoor signals sit in the “mixed but leaning positive” range (overall rating and willingness-to-recommend), suggesting outcomes can be good but consistency likely varies by org and manager.