WeyMedia Reviews

I had to post this review again because they made another Glassdoor workplace to run away from the legitimate bad reviews they got there. Working at WeyMedia was the most exhausting and frustrating chapter of my career. I woke up every day dreading logging in because—even as a senior member of the team—I had almost no autonomy in what I worked on, how I worked on it, and the ultimate business results. I didn’t even have the green light to format a document without a stringent process, down to the bullet-point type. I’m not kidding. Here’s an example: the CEO asks you for a business proposal for something completely essential for his business to function—maybe something like “Why WeyMedia employees deserve paid sick days” (which we didn’t have until some unfortunate employee wrote an entire business case defending it in the approved format). For some reason, business proposals can only be submitted as PDFs. But the PDF doesn’t support the table type you need for your proposal to be complete. Too bad. You also have the wrong bullet points. The CEOs like the circle ones, not the dashes. It doesn’t matter if it takes seven emails back and forth, they will not review the PDF if it has the wrong bullet points or you haven’t answered every question in the business case process document, even the ones that absolutely don’t apply to your proposal. And don’t even think about asking them to review that table outside of the PDF. They won’t. Then, once you’ve scanned through the 60 formatting requirements for the PDF, you submit it. They sit on the business proposal for 2 weeks to 6 months. Or, no matter how many times you follow up, they simply never address the business case they requested and you spent hours, days, or weeks on. Working at WeyMedia you experience the above, or something disturbingly similar, on a daily basis. Sometimes it feels like the CEO is running some experiment on how to drive his employees crazy. As you may have gathered from the above, the processes are like gospel. They absolutely cannot be broken, even if some of the steps are as meaningless as spinning around and tapping your head three times. I think they’re so fixated on processes because they don’t understand how to prioritize or what truly drives business impact. So if anything ever works even a little bit, or if they have the faintest idea of it maybe working at some point eight years ago, they never ever let it go. They think forcing their employees to complete these elaborate, meaningless processes are a way of protecting their business, but their inability to change is actually their company’s biggest weakness. All that to say, if you decide to work at WeyMedia, you’ll be forced to complete processes and strategies you vocally oppose and then be held fully accountable for the unfavorable results. What ownership probably means to you: Owning projects from end-to-end, collaborating and participating in an open exchange of ideas, a certain amount of autonomy when it comes to prioritization, strategy, and workflow. What ownership means to the CEOs of WeyMedia: Taking on way more work than one person could possibly handle, working overtime, participating in the mental gymnastics it takes to understand the nonsensical processes and strategies around every corner. The CEOs want the market share of a company with hundreds of employees, but they have a team of 22. Instead of hiring for the results they want, they preach the virtue of “scrappiness,” which means you get two or three jobs for the salary of one. Pushback on all of the above is not well received. The CEO can be very hostile. He harbors grudges from countless employee conflicts and lashes out in meetings. He has a habit of going radio silent for weeks at a time and resurfacing just aggressively to spam chats and emails—demanding updates on long resolved issues, expressing dissatisfaction, etc. It’s very unnerving to have this volatility attached to your livelihood. The frustration is palpable in the culture. Most of the employees are lovely to work with but there’s a strong undercurrent of unhappiness because they’re being treated like clones instead of individuals. There is constant turnover because 1) the hiring process is just as silly as all their other processes, 2) the strong performers who make it through the hiring process often don’t stick around long when they realize what they’ll have to put up with. I didn’t realize how much working at WeyMedia was impacting my happiness until I left. It’s exhausting to be stuck in someone else’s dated, unrealistic pipe dream with absolutely no agency of your own. To conclude: You don’t want a WeyMedia chapter in your career. Don’t. Just don’t.