Epsilon Jobs

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Show:  All Results Last 7 Days
9 days ago

Sr. Director, Technical Project Managment

epsilon Blue Ash, OH

Manage a team (including direct, indirect and matrixed) and project timelines for build and manage environments. Environments ma… epsilon

20 days ago

Senior Technical Project Manager - Freelance

epsilon Düsseldorf

Leadership of projects at Epsilon requires a solid grounding in web technologies, a passion for working with customers, and the ability to lead a… epsilon

26 days ago

Senior Techincal Project Manager

epsilon Blue Ash, OH

• Create project plans for client deliverable work, assign tasks to complete projects and monitor progress, and review, manage and adhere to client… epsilon

30+ days ago

Senior Project Manager

epsilon London, England

exposure and risk on project · Manages day to day delivery from third… epsilon

9 days ago

Senior Product Manager - Mobile

epsilon Westlake Village, Los Angeles, CA

We couldn’t have done any of that without our team of superstars and a culture that celebrates each achievement. Individuals matter just as much… epsilon

20 days ago

Product Marketing Manager

epsilon Santa Barbara, CA

The role of the Product Marketing Manager is to assist in the creation and execution of CJ’s product roadmap. He/she will use a deep knowledge of… epsilon

30+ days ago

Product Marketing Manager

epsilon Chicago, IL

The Product Marketing Manager will serve as a key player in building the messaging and marketing strategies that will differentiate Conversant’s… epsilon

Epsilon Reviews

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Epsilon President and CEO Bryan Kennedy
Bryan Kennedy
175 Ratings
  • Helpful (2)


    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Former Employee - Anonymous Employee in Lafayette, CO
    Former Employee - Anonymous Employee in Lafayette, CO

    I worked at Epsilon

    Neutral Outlook
    No opinion of CEO
    Neutral Outlook
    No opinion of CEO


    A great group of (mostly) fun, passionate, really sharp people. The culture allowed for a healthy work-life balance and held fun company-wide events.


    Promotions were given based on tenure rather than experience or skills, resulting in managers who didn't know how to lead. The Conversant "transition" had no leadership from either side and changes large and small were poorly communicated and often did not make any business sense. The fact that there were no layoffs felt more like a sneaky cost-savings move than an altruistic gesture. The attrition from the lack of transition planning achieved the same end goal.

    Advice to Management

    Start looking at the experience employees bring with them when it comes time to promote--including a woman or two. There was an environment of soft-sexism in some departments. It's time to discuss the elephants in the room with the Conversant transition.

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