How are senior leaders perceived at Zenyum ?

Zenyum was built to disrupt dentistry and transform it into a world of smile cosmetics. You can see the ads, the communication, the technology behind the application, the disruption, the cool vibes, and the process and product innovation at its core. Your job will be fun. I was a member of the executive team for almost four years, even reporting directly to the CEO. I met amazing people, I am friends with the CEO and quite a few of the senior and junior team, and I learned a lot.

Same for every startup: The job is demanding. Startups need to disrupt, and that is generally done with speed — time-to-market is the key to success. Speed means late nights, weekends, and more than one canceled plan with a friend. Make peace with it or don't, but that will be the price. The pay will be below market. Salary: generally below market, as is typical for startups, and so it was at Zenyum. ESOP/Options/Shares are supposed to be the dream — the "all this effort will be worth it someday" element. Here, Zenyum was neither too generous nor fair. Zenyum did not give the Share Options earned by approximately 40 people the respect they deserved. In the latest acquisition by makeO (parent of Toothsi), we received a letter from Zenyum Legal stating that our ESOPs had been "canceled." From our research, they used a legal technicality to kill them. No explanation from the CFO, VC investors, or acquirers — just a silent dismissal. I could not have predicted that they would use a legal technicality to take our shares away, especially given that Sequoia and L Catterton were the investors.

- more than average culture in office -open plan environment and some team events - healthcare industry exposure

- No fair play - very 'suck up to boss' culture. Some senior leaders allowed to be disrespectful, change rules to suit only them or continue with bad business performance without any penalty (maybe in some cases even reward because they are close to founder). They show bad culture and push some "favourite" juniors for promotion even if they are not good at their work. -Churn - lot of good people leaving over the last 1-2 years and feels like more going to. Management should understand reality is that most good people want to work in good culture with equal treatment, not in 'suck up and watch your back' cultures. - Management focus on 'controlling' bad feedback or threatening employees instead of admitting bad culture and favouritism - this is why I am mentioning 2 teams in the title of this review even though these teams are separated in Zenyum. -Bad business - every few months we see or hear of silent layoffs in some market, and every time management and CEO come and give some loose explanation and promise 'this is the last time'. Reality is no one knows because good people leaving fast, and only people who can build an easy life focussing on sucking up instead of doing good work staying on. - Act like 'everyone is one team'. Hear stories of some people paid 15/20k while others given no bonus despite promises in writing. The biggest problem is that while being greedy about money, company is greedy with RSUs also. Situation for general workforce is bad and hear that most RSUs kept back by 1 CEO, He can praise people when they are new and publicly take credit and department away when he wants - moving away from the reality that actually on a day to day basis he himself is not playing a big positive role in the company. - Bad position to be in as women - many many bad experiences and women leaving over last 1-2 years, including some serious problems. To continue we are expected to act a certain way and under some bosses - if you look around at the women doing well you will see very similar feature at how they act, who they are close to etc. Very sad.

- more than average culture in office -open plan environment and some team events - healthcare industry exposure

- No fair play - very 'suck up to boss' culture. Some senior leaders allowed to be disrespectful, change rules to suit only them or continue with bad business performance without any penalty (maybe in some cases even reward because they are close to founder). They show bad culture and push some "favourite" juniors for promotion even if they are not good at their work. -Churn - lot of good people leaving over the last 1-2 years and feels like more going to. Management should understand reality is that most good people want to work in good culture with equal treatment, not in 'suck up and watch your back' cultures. - Management focus on 'controlling' bad feedback or threatening employees instead of admitting bad culture and favouritism - this is why I am mentioning 2 teams in the title of this review even though these teams are separated in Zenyum. -Bad business - every few months we see or hear of silent layoffs in some market, and every time management and CEO come and give some loose explanation and promise 'this is the last time'. Reality is no one knows because good people leaving fast, and only people who can build an easy life focussing on sucking up instead of doing good work staying on. - Act like 'everyone is one team'. Hear stories of some people paid 15/20k while others given no bonus despite promises in writing. The biggest problem is that while being greedy about money, company is greedy with RSUs also. Situation for general workforce is bad and hear that most RSUs kept back by 1 CEO, He can praise people when they are new and publicly take credit and department away when he wants - moving away from the reality that actually on a day to day basis he himself is not playing a big positive role in the company. - Bad position to be in as women - many many bad experiences and women leaving over last 1-2 years, including some serious problems. To continue we are expected to act a certain way and under some bosses - if you look around at the women doing well you will see very similar feature at how they act, who they are close to etc. Very sad.

There aren't any at Zenyum.

This feedback paints a concerning picture of the company's environment, particularly regarding its treatment of employees and the performance of upper management. - Compensation: Basic pay is at market rate with no bonuses or RSUs. Salary increments are minimal and closely guarded. There are instances of employees being denied their hikes despite getting a written agreement. - Work Flexibility: Work-from-home is only allowed on Wednesdays, limiting flexibility. What is agreed during offer time can be changed instantly by management. - Work Hours: Fixed office timings are enforced. - Career Progression: There is a lack of communication and opportunities regarding career advancement. - No SMEs running this firm: Upper management is often seen as unqualified and providing generic advice to their reports. - CEO: He is disconnected from employees' daily challenges, such as work-life balance, fair compensation, and career development. He often gives lectures about working for the pure joy of seeing Zenyum succeed but doesn't want to share RSUs with anyone apart from the executive board. - Lay-offs: Management always provides assurances in the aftermath that the remaining employees are the core team members. However, no one takes it seriously and anticipates the next round. - HR Department: The HR department is viewed as ineffective, yet it solicits reviews on Glassdoor, leading to skepticism about the authenticity of recent favorable reviews. Advice to Potential/New Employees: - I would recommend to continue looking for better job opportunities while considering a position or commencing work at this company. It's only a matter of time before it runs out of funding (the company is not profitable still).

I was a member of Zenyum's senior management team for five years, reporting directly to the CEO. Here's a short snippet of my experience. The Good: Credit where it's due. Zenyum was a place where you could grow, especially in the earlier years. The pace was fast, the problems were real, and if you were hungry there was no shortage of opportunities to stretch. I built skills, took on more than my job description, and made some lifelong friends. For the average employee looking to learn fast, the first couple of years could be genuinely worth it. After that, the learning curve plateaus and you're basically just running on the hamster wheel with a lost management team at times. Blind leading the blind. IYKYK.

The Bad: Like most startups, salary was below market rate or at market rate at best. The sweet kicker was always the promise of a future payout through employee shares (ESOP). I was sold this dream when I joined, and it got reinforced at every quarterly OKR and every bonus season. In five years I received one salary raise and never a cash bonus, only more ESOP. And this wasn't just my experience, it was the playbook I was taught to use when hiring my own teams and managing bonus season. I drank the kool-aid for years and helped serve it to others. That part is on me, I own it. The Betrayal: After five years I chose to take my own path. Several other senior leaders also left around the same period. I left on good terms. Over a year after my departure, on the evening of December 23, 2025, two days before Christmas (and yes, I believe the timing was intentional), Zenyum's legal team sends out an email to all ESOP holders stating that a corporate transaction was completed and all shares in the company were acquired. On paper, a successful exit. Here's the kicker: all employee stock options were cancelled and the payout was zero. I confirmed with multiple former senior colleagues and to my knowledge, this applied to every employee who previously worked there. Fast forward to February 2026, the deal gets announced publicly as a "merger of equals" with MakeO Toothsi. The CEO keeps his role. The company lives on. But every former employee who was promised shares for years of below-market work? Not a cent. This is a company backed by Sequoia and L Catterton. Dozens of former employees were cut out entirely. That was a conscious choice. For me personally, it was a matter of principle more than the money. Even if the fair proportional payout was $1, because that's what every employee deserved, I would have been fine. Why am I sharing this? This is a lesson I wish someone had shared with me before I joined. Startups will try to compensate with ESOP upside, and the contracts are structured so the company holds all the cards. Even if you do your due diligence and get a lawyer to review the terms, what happened to us proved there is no real protection. Make your career decisions based on cash compensation and growth, not on the dream of a future payout that may never come. I don't regret the experience. I grew, I learned, and I made real friendships. But the two year mark was probably good enough. I wish I didn't give five years of my career and commitment only to walk away with nothing when the company finally got its exit.

- Positive culture - Friendly colleagues

Below-average pay with no bonuses. Increments often depend on manager relationships, not just performance. Promotions tend to favor those close to leadership. Long hours, though somewhat flexible.

There aren't any at Zenyum.

This feedback paints a concerning picture of the company's environment, particularly regarding its treatment of employees and the performance of upper management. - Compensation: Basic pay is at market rate with no bonuses or RSUs. Salary increments are minimal and closely guarded. There are instances of employees being denied their hikes despite getting a written agreement. - Work Flexibility: Work-from-home is only allowed on Wednesdays, limiting flexibility. What is agreed during offer time can be changed instantly by management. - Work Hours: Fixed office timings are enforced. - Career Progression: There is a lack of communication and opportunities regarding career advancement. - No SMEs running this firm: Upper management is often seen as unqualified and providing generic advice to their reports. - CEO: He is disconnected from employees' daily challenges, such as work-life balance, fair compensation, and career development. He often gives lectures about working for the pure joy of seeing Zenyum succeed but doesn't want to share RSUs with anyone apart from the executive board. - Lay-offs: Management always provides assurances in the aftermath that the remaining employees are the core team members. However, no one takes it seriously and anticipates the next round. - HR Department: The HR department is viewed as ineffective, yet it solicits reviews on Glassdoor, leading to skepticism about the authenticity of recent favorable reviews. Advice to Potential/New Employees: - I would recommend to continue looking for better job opportunities while considering a position or commencing work at this company. It's only a matter of time before it runs out of funding (the company is not profitable still).

Worked with a strong product team who understood the value of UX and provided designers autonomy to drive design decisions.

Micromanagement causing resentment between departments. Leadership is inexperienced and unable to resolve internal issues.

Supportive Work Environment: Culture: Focused on innovation and efficiency, fostering a fast-paced environment where problem-solving is highly valued. Team Interaction: Strong emphasis on teamwork across departments, with a learning-focused atmosphere among IT and non-technical staff. Effective Management and Leadership: Accessibility and Guidance: Direct supervisors and upper management are approachable, providing clear direction and open to feedback. Communication: Transparent and frequent updates from leadership ensure all teams are well-informed and aligned. Opportunities for Professional Development: Training and Certifications: Offers opportunities for professional growth through training and certifications in the latest technologies. Recognition: Performance is regularly reviewed with constructive feedback and recognized through both formal and informal channels. Strong Work-Life Balance: Flexible Working Conditions: Flexible hours and remote work options support a healthy balance between work and personal life.

No Flexi Benefit. Not much to say cause new in the company.. Right now only see the pros.

I was a member of Zenyum's senior management team for five years, reporting directly to the CEO. Here's a short snippet of my experience. The Good: Credit where it's due. Zenyum was a place where you could grow, especially in the earlier years. The pace was fast, the problems were real, and if you were hungry there was no shortage of opportunities to stretch. I built skills, took on more than my job description, and made some lifelong friends. For the average employee looking to learn fast, the first couple of years could be genuinely worth it. After that, the learning curve plateaus and you're basically just running on the hamster wheel with a lost management team at times. Blind leading the blind. IYKYK.

The Bad: Like most startups, salary was below market rate or at market rate at best. The sweet kicker was always the promise of a future payout through employee shares (ESOP). I was sold this dream when I joined, and it got reinforced at every quarterly OKR and every bonus season. In five years I received one salary raise and never a cash bonus, only more ESOP. And this wasn't just my experience, it was the playbook I was taught to use when hiring my own teams and managing bonus season. I drank the kool-aid for years and helped serve it to others. That part is on me, I own it. The Betrayal: After five years I chose to take my own path. Several other senior leaders also left around the same period. I left on good terms. Over a year after my departure, on the evening of December 23, 2025, two days before Christmas (and yes, I believe the timing was intentional), Zenyum's legal team sends out an email to all ESOP holders stating that a corporate transaction was completed and all shares in the company were acquired. On paper, a successful exit. Here's the kicker: all employee stock options were cancelled and the payout was zero. I confirmed with multiple former senior colleagues and to my knowledge, this applied to every employee who previously worked there. Fast forward to February 2026, the deal gets announced publicly as a "merger of equals" with MakeO Toothsi. The CEO keeps his role. The company lives on. But every former employee who was promised shares for years of below-market work? Not a cent. This is a company backed by Sequoia and L Catterton. Dozens of former employees were cut out entirely. That was a conscious choice. For me personally, it was a matter of principle more than the money. Even if the fair proportional payout was $1, because that's what every employee deserved, I would have been fine. Why am I sharing this? This is a lesson I wish someone had shared with me before I joined. Startups will try to compensate with ESOP upside, and the contracts are structured so the company holds all the cards. Even if you do your due diligence and get a lawyer to review the terms, what happened to us proved there is no real protection. Make your career decisions based on cash compensation and growth, not on the dream of a future payout that may never come. I don't regret the experience. I grew, I learned, and I made real friendships. But the two year mark was probably good enough. I wish I didn't give five years of my career and commitment only to walk away with nothing when the company finally got its exit.