Intern - Anonymous employee Philly PR Girl Employee Review

After I graduated undergrad, Kate offered me an internship with Philly PR Girl as a PR Assistant Intern. I learned so much during the 4 months of my internship and had amazing experiences, such as coordinating events, learning how to write press releases and media alerts, and gaining confidence in professional communication. I was thrilled when Kate offered me a full-time position following my internship. Working full-time allowed me to strengthen client relationships while continuing to learn the PR industry. I have gained invaluable experience as a young professional entering the PR and Communications industry. I would recommend working at an agency for any young professionals looking to break into this industry, as working with multiple different clients allowed me to wear many hats and gain hands-on experience across a variety of industries, ultimately helping me grow both professionally and creatively. I am very thankful for the opportunity to work for Philly PR Girl and learn alongside Kate and her team. Being freshly out of college, I couldn't have asked for a better learning experience in the PR and Communications industry.

Working across several industries at once comes with a learning curve (especially as a new grad), but it pushed me to become a stronger communicator and multitasker.

There are many things I did get out of this experience, but all very personal and none that translate into anything I would highlight for the average person curious about working here.

· Not a safe space for Black women/POC. I won’t go into full detail here, though I briefly reference a couple of situations at the end, so please keep reading. · Pay range is far below competitive. The founder, not CEO, is able to sustain this by hiring recent graduates, many of whom leave within a year due to burnout. Low pay is disguised with a “wellness package” that you will never use. PTO & benefits are not adequate. · Limited resources. I spent the first few months scheduling content through Google Sheets, without access to tools like CapCut Pro, Adobe Lightroom, or a professional influencer management platform. Some improvements were made after ongoing requests. Resource limitations extended beyond software and equipment to staffing as well (e.g., reliance on largely entry-level employees). · High employee turnover. I raised this concern for the second time in December 2025 and was told by Kate, “there is not an employee retention problem, I have the strongest team I have ever had.” However, to my knowledge, five employees left within three months, including three within one month. By the time I departed, only one team member remained from when I was initially hired. Explanations were often framed as people leaving because “it was their time,” though feedback I heard from colleagues suggested otherwise. Comments included feeling undervalued or that processes made their roles more difficult. Many employees were hesitant to share direct feedback to Kate, which is understandable when concerns do not appear to be received constructively. · Heavy reliance on interns. While having 1-3 interns contributing meaningfully is typical, the company often had around six unpaid interns at once, frequently more interns than full-time staff. Due to team bandwidth constraints, interns were not always set up for the most supportive or structured experience. · Quality concerns. Experienced marketers may find the level of digital work and strategy below expectations. There was limited opportunity for mentorship or professional development within the team, which was one of the more disappointing aspects of the role. · Client strategy concerns. At times, the agency took on clients regardless of fit, which can impact both results and team workload. I recall internal discussions 1:1 with Kate, indicating that certain clients were maintained primarily for revenue continuity, even when outcomes were not aligned with their needs. · Work-life balance. While the nature of the work could allow for flexibility, there was a strong emphasis on in-office visibility. Some employees had long commutes, and expectations did not always adjust for circumstances like severe weather. Additionally, once employees submitted notice, previously flexible arrangements (such as remote work days) were revoked, and workloads intensified to transition responsibilities. There were also restrictions placed on the use of shared office building spaces that felt overly rigid. · Career growth communication. There were instances where advancement opportunities were discussed but not clearly formalized or communicated. In my case, I took on managerial-level responsibilities early on and received positive feedback about my contributions. While I did eventually receive a promotion, it was not formally announced despite prior indications that it would be. It was even removed from the monthly newsletter draft. Lastly, Upon leaving in which I provided a cozy three weeks+ notice and set everyone up for success (Kate's words)- I was appalled when I was left in a group text with her and one of our clients. The client was having a crisis, and I became privy to messages from the clients that were very inappropriate. I removed myself from the group chat because the messages were making me uncomfortable and I no longer worked for the company. I sent supporting documentation to support the claims of the victim. This was not the first time the Founder, Kate, responded in this manner when a client was harmful. Alas, If your life needs a little spice, try base jumping instead.