Pros
Quotient is leading a developing industry, has had significant growth YOY/QOQ, an amazing set of exclusive retailer relationships, holistic capabilities and one of the best value propositions in the market. There is never a shortage of new things to learn. With the digital, retail and CPG landscapes changing daily, we constantly have to innovate to stay relevant and competitive. There are endless opportunities for new roles, projects and task forces. It's hard to find such great opportunities to work with global brands, top retailers and innovative technology all in the same place. Because of our exclusive retailer relationships, we have a strong right to win in the shopper marketing space. Our strong track of successful M&A brings incremental revenue streams and opportunities. This makes our revenue growth and business outlook very positive. The overall benefits package is great, as well as 100% paid 6-week maternity leave and Unlimited PTO. The kitchen is stocked with snacks, drinks daily. The company caters in monthly free lunch.
Cons
Working at Quotient means living in a dichotomy. On one hand you have the pros mentioned above: we're doing innovative work and have good benefits. On the other hand, our departments are understaffed and employees are overworked, we consistently launch capabilities/products/solutions before they are fully thought out, frequently do not have the tools, resources or training to complete work and a leadership team that doesn't want to hear negative feedback. There are always growing pains with rapidly growing companies. Change is hard. We have used the metaphor "building the airplane as we're flying it" to describe our current work environment. It's challenging to do this while also operating at neck-breaking speed, incorporating four large M&As over 3 years and while being public. But Quotient leadership is not doing anything to manage the change. Reorgs, product launches and initiatives are all done haphazardly, without thought or care about how effects will ripple across the organization. Staff is feeling the pain. Success is a constantly moving target; no one can be happy if they don't know what it means to do their job well. Many employees are trying to take matters into their own hands; they are either trying to move roles within the company to get out of their current situation (only to find that their new department is in a similar state) or are trying to leave the company. When this or any other negative feedback is mentioned to leadership, the stance is clear: "If they are so unhappy, they should leave" OR "Don't complain, just fix it. OWN IT." That's not a message that makes people feel like their opinions matter and doesn't work if they don't feel like they have the power to fix it. Most managers aren't bad in a 1:1 setting. They are doing what they can to support their teams while operating in this same environment, where they are overworked, asked to do too much and barely getting by. They know something will get missed. They have no power to impact the organization in a way to solve the issues that their teams face every day.