Merkle (subsidiary of dentsu) has historically attracted high performers, and that continues despite The Great Resignation. Team members genuinely want to improve and grow.

Prioritize competitive comp packages to win/retain top talent the same as margin. The Great Resignation is not an acceptable reason to lose valuable leaders and talent development.

Middle management does their best to encourage/respect PTO where possible. Unlimited PTO means ~3 weeks, and separate from holidays. 4% 401(k) match is on par with the industry, solid health insurance and elective coverage options (legal, AD&D, life and a few others).

OK pay with flexible time off balanced with work that is mostly engaging and exciting and employee groups to support most walks of life create an accepting culture where individuals can chart their own path and, if you time it right, grow your career.

Your managers and teams are all amazing people who genuinely want to work, do good work, and support each other in shared success. Sure some personalities can be difficult but the overwhelming majority of people are open books and willing to get their hands dirty.

They lean on employee run groups driving culture and realigning with equitable hiring/recruiting practices. If employees want to see change, they can support and work towards it! A company of all stars means that amazing work by most standards becomes average so merit raises are comparatively low.

On the CXM team, you interview with your potential peers, managers and (at least for me), the director over the team. You get a 360 interview ranging from day to day experience to high level perspective so you have a pretty good sense of what you’re actually interviewing fo

The mid to senior management integrations and growth feel targeted at specific tier of employee and “the rest of us” hear great business metrics and healthy financials on corporate calls, but see little in the way of rewards (but keeping jobs through covid was a top priority which is aweso