Anchor Mobile is a text message marketing software provider with white label SMS reseller programs. read more
Anchor Mobile Retention Score
Anchor Mobile Retention Score
100% of employees at Anchor Mobile are excited to go to work each day. Quality employees are difficult to find which makes retaining them all the more important.
Where This Score Ranks Anchor Mobile's Retention
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Not enough ratings to compare against similar size companies on Comparably.
- 3rd
3rd place versus 2 competitors rated on Comparably
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Anonymously rate my experience at Anchor MobileAnchor Mobile Retention At a Glance
Anchor Mobile's Retention score is rated 94/100 by 2 employees. The category helps understand Anchor Mobile's focus and commitment to retaining employees in their organization.
Over the past three months, Anchor Mobile's Retention score has remained steady at 94/100. Anchor Mobile ranks in 3rd place versus 2 competitors which include Anchor and 4INFO.
Anchor Mobile's Retention Trendline
- Anchor Mobile
- Similar Size on Comparably65
How Anchor Mobile's Retention Score is Calculated
Do you believe you're paid fairly?
Do you look forward to interacting with your coworkers?
70
out of 100
How would you rate the quality of your coworkers?
Are you typically excited about going to work each day?
How often do you get valuable feedback on how to improve at work?
Do you approve of the job your executive team is doing at your company?
Do Your Company Leaders Do What They Should to Retain You as an Employee?
How secure do you feel your job is at your company?
Do you have a close friend at work?
Would you leave your current job for a 20% raise at a different company?
How often do you socialize with team members outside of work?
Do you feel burnt out at work?
Are you challenged at work?
Would you turn down a job offer today, for slightly more money?
Are you proud to be a part of your company?
Anchor Mobile's Retention Rank Against Similar Sized Companies on Comparably
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Not enough ratings to compare against similar size companies on Comparably.
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