Adfero Group Jobs & Careers in Washington, DC

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Adfero Group Reviews

8 Reviews
3.8
8 Reviews
Rating Trends

Recommend to a friend
Approve of CEO
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Jeff Mascott
6 Ratings
  1. 1 person found this helpful  

    Perception Not Equal to Reality

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

    I worked at Adfero Group full-time

    Pros

    Small office allows employees to take on as little or as much responsibility as they desire, with in reason. Employees can't get "lost in the crowd."

    Mentorship program allows employees on different accounts or with different experiences to
    engage and grow.

    Communication between leadership and staff is frequent and appropriate.

    Management allows staff to "own" morale.

    Located at the intersection of 17th and K Street, the Adfero office space is centrally located and easily accessible on the Red, Orange and Blue train lines of WMATA.

    Cons

    Adfero Group salaries are not competitive with many other PR firms in the D.C. area, however, they do engage in a profit-sharing bonus program throughout the year. 401(k) matching contributions are either around or below the national average.

    For a private firm of 35 employees, 20-25 whom work on accounts, there are a high number of "titles." Account coordinator, assistant account executive, account executive, senior account executive, account supervisor, senior account supervisor, vice president and senior vice president? This doesn't take into account the various "C-level" positions, such as a partner(s), COO or CFO, HR, directors and managers of various shapes and sizes and the IT folks. It seems to be overkill for a firm that has hovered between 30 and 35 employees over the recent past, and in my opinion, a tool to spread out the firm's ability to "promote".

    While Adfero management allows staff to "own" morale, this can translate into "cheap" thrills, as the firm doesn't spend much on office activities.

    Office politics apply to a small organization like this, as it does anywhere, but with less acknowledgement, including its share of "scandal".

    Adfero has a number of "off-site" accounts, but does a poor job incorporating employees on those accounts back into the desired "Adfero culture". Beyond not effectively incorporating these employees, Adfero also failed to protect a number of employees on a difficult federal contract. Adfero team members instituted a "No Tears Tuesdays," committing to not crying on the job while dealing with the difficult federal client. If that doesn't scream "unhealthy work environment" I'm not sure what does. And despite being aware of this difficult contract and client, Adfero leadership did very little to shield its employees.

    Turn-over seems to be extremely high, arrising from a mix of personality conflicts, reactions to lack of leadership support, low/not reasonable pay levels and "busy work" which clients are billed for. Some people are "fired," "asked to leave" or leave on their own. An interesting project would be to take screen shots of Adfero's "Our Team" page to see the steady march of experienced folks out the door, replaced by relative "newbies" in the PR industry. The turn-over does affect the morale of Adfero employees.

    Advice to ManagementAdvice

    Adfero management would benefit from truly working to embody the "culture" it claims to identify with. There is a sweet spot between revenue and human resources, between the needs of a contract and the needs of employees. Included in that sweet spot is fair pay for experience and performance, timely acknowledgement of good work and real promotions/bonuses, and representation of the needs of the workforce, while meeting the needs of contracts and clients. Finding this "sweet spot" will require Adfero Group leadership to be honest with itself and employees. the firm offers a great service and a good level of experience for clients, but falls short, on some level, when meeting the needs and concerns of employees.

    Doesn't Recommend
    Negative Outlook
    Disapproves of CEO