Cons
Management & Leadership:
There are superior-subordinate relationships, creating unbalanced team dynamics. There are personal relationships in account management, which have visibly influenced how performance standards are applied, creating an uncomfortable and inequitable dynamic for the rest of the team. Accountability tends to flow downward rather than being shared at the leadership level, and feedback rarely makes its way up the chain. When issues arise, responsibility is often redirected rather than addressed by those in positions to make meaningful change.
Benefits
For a woman-owned company, the parental leave policy is surprisingly limited at only 8 weeks, making it a missed opportunity to lead by example in an area where it would matter most to its workforce.
DEI
The company publicly positions itself as a diverse and inclusive agency, but in practice, that identity appears to rest solely on its woman-owned certification. There are no visible DEI initiatives, programs, or commitments beyond that designation.
Culture
The culture feels surface-level and performative. There is a clear gap between how the company presents itself externally and the day-to-day experience employees actually have. What's promoted publicly doesn't consistently reflect the internal reality.
Performance Standards
The environment is notably PIP-heavy, with metrics that don't account for natural shifts in the job market. Expectations remain rigid regardless of external conditions, and there is a perceived inconsistency in how standards are applied with some employees appearing to receive preferential treatment based on personal relationships with management.
Turnover is extremely high, and experienced recruiters are replaced rather than retained or developed. Growth opportunities are limited, promotions and raises have stopped completely since 2024 (with no promotions or raises are in sight).
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