Q&A With TouchTunes Interactive Networks Employees

Health insurance, PTO, and that's about it.

Health Insurance, Dental, Vision. Sometimes they put out snacks and fruit in the office. Happy Hour on Fridays

I've wrestled with this a lot. How do you get rid of pervasive negativity and low moral? I think it would have to start by making more employees feel better as individual contributors.

Actually respecting work/life balance. If an employee is off, don't have an expectation that they will respond to emails. If they are so "mission critical" that they can't actually take a day off, that's a problem.

He's known for being brash and kind of a bully. When people ask questions like "can we have more flexible schedules?" His response is (literally): "No, and if you dont like it, go somewhere else." And while this might be 100% true, I think framing this kind of feedback in a more postive way would be an improvement.

There are mixed opinions. He's kind of a bully and can be quite "mean" in meetings. He expects a lot of everyone and will drill you until you deliver.

It's fair but not particualarly generous and they still use the old fashioned: sick days, personal days and vacation days instead of an inclusive "PTO" pool.

Not bad but not great. Two weeks off for most people, more weeks if you're a higher level

It's not investment banking but the NYC office keeps late'ish hours in most departments.

It depends. Some people are in at 9:30 and out at 6pm. Some are in at 9:30 and out at 7pm or later. A lot depends on department and position, but I have found that even on sick days, vacation days, after office hours (9pm and later) you are expected to answer emails and/or respond to issues.

I don't think there is one culture. Every office has a (very) different culture and the culture varies depending on your level and position. For lower levels, it's a young, fun office. At higher levels it's very much a competition about who can look like they're working harder.

Mobile users are the biggest area of growth. The number of actual jukeboxes in venues are down. There is no big push to attract more operators though, the focus is mostly on national accounts.

It varies a lot. There is usually a prescreen call, then a meeting with the HM, then 2 more interviews with other people in the department, an interview with the head of HR, and then maybe a meeting with the CEO if the position is important enough.

Basic things, mostly technical ability related.

Overall, most people are pretty great, but there are a few terrible people who have been there for years and dont like innovation, progress or people outside their department.

Depends on the office area. There's always music playing and people are generally friendly. Most management has an "open door" policy, so you can always talk to anyone. Whether they will actually take the feedback is another story.

The ability to impact so many people and the music they listen to is very cool.

No clue. Internal promotions happen only infrequently and usually after many years of service.

There is one person who works remotely. The rest are expected to report to the office.

Honestly, not great. I like coming in every day feeling positive and enthusiastic about my work but TouchTunes makes that difficult.

It's fine. A lot of people worl alte in the NY office but most are gone by 8pm.

Oftentimes there are major challenges but they're largely interpersonal or resource based, not interesting intellectually.

Poor. They're constantly trying to make improvements but it's slow going.

A lot of "hurry up and wait." Woe betide you though if you're the discernible roadblock.

Occasionally they go to drinks at bars, mostly to use the jukebox in a "live" environment. But this is not a company that believes in large investments in employee satisfaction. Don't like bars or drinking? Tough.

Im honestly not sure I can name a common factor other than being white, male and good at avoiding thrown buses and knife stabs in the back.

Not very secure. Despite hitting targets I worry constantly about my job security.

Raises are limited to once per year, so if you get a raise or get promoted mid-year, you won't get the cost of living wage adjustment at the end.

Our data collection on customers is phenomenal. To have access to and to use the data is really awesome.

That it is not a particularly positive enviornment. I wish I had known that while there are great people who work there are also really toxic people and the great ones tend to move on as quickly as they can.