Ziff Davis
What's It Like to Work at Ziff Davis in New York?
This page summarizes recurring themes identified from responses generated by popular LLMs to common candidate questions about Ziff Davis and has not been reviewed or approved by Ziff Davis.
What's it like to work at Ziff Davis?
Strengths in New York around on‑site perks, collaborative teams, and union-backed protections are accompanied by challenges tied to inclusivity, managerial style, and perceived stability. Together, these dynamics suggest the New York office can feel comfortable and productive, but outcomes vary with team culture and ongoing organizational changes.
Key Insight for Candidates
In Ziff Davis’s New York office, reviews repeatedly note a “boys club” atmosphere and favoritism alongside casual perks. This dynamic affects recognition and advancement—especially for women—and can influence daily collaboration and morale.Evidence in Action
- New York Casual Perks — New York offices feature free beer, good coffee, and vending snacks. This sets an easy-going, social tone that encourages informal connection and relaxed day-to-day interaction in New York.
- Boys Club Atmosphere — Employee feedback cites a 'boys club' atmosphere in New York offices. This perception affects recognition and support, leading some employees to feel undervalued and limiting inclusion momentum locally.
Positive Themes About Ziff Davis
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Benefits & Perks: In the New York office, on-site perks like free beer, good coffee, and snacks are highlighted alongside a fast-paced yet laid‑back vibe. Feedback suggests these perks contribute to a comfortable day-to-day environment.
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Team Support: Colleagues in New York are often seen as friendly and collaborative, creating an easy‑going, team‑oriented atmosphere. Feedback suggests this helps work move quickly without a cutthroat feel.
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Job Stability: In New York, editorial groups connected to the NewsGuild of NY provide contract protections that can buffer local teams during changes. These units are also described as benefiting from guaranteed raises under union agreements.
Considerations About Ziff Davis
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Exclusion & Bias: In New York, some teams are described as having a “boys club” atmosphere with women receiving less recognition. Feedback suggests this dynamic undermines inclusion and equitable credit.
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Weak Management: Sales teams in New York report close monitoring and micromanagement, including frequent check‑ins on prospects. Feedback suggests this level of oversight can feel intrusive and reduce autonomy.
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Job Insecurity: Employees in New York reference job fears tied to recent organizational changes. Feedback suggests uncertainty has affected confidence in longer‑term continuity.
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