Edelman Senior Account Executive Jobs in Washington, DC

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19 days ago

Senior Account Executive - Health - PR

Edelman Washington, DC

Edelman’s Health Sector team provides a wide array of communications services to a diversified portfolio of healthcare clients including major… Edelman


27 days ago

Account Supervisor - Employee Engagement

Edelman Washington, DC

• Oversee operational performance of accounts, ensuring quality work, deadline and budget adherence • Play major role in creation of… Edelman


30+ days ago

Account Supervisor - Health - PR

Edelman Washington, DC

• Oversee operational performance of accounts, ensuring quality work, deadline and budget adherence • Play major role in creation of… Edelman


12 days ago

Account Supervisor - Digital Consumer

Edelman Washington, DC

• Oversee operational performance of accounts, ensuring quality work, deadline and budget adherence • Play major role in creation of… Edelman


30+ days ago

Senior Account Supervisor - Energy

Edelman Washington, DC

Edelman has a global network of people with experience in all segments of the energy industry. Our energy client portfolio is deep and diverse - from… Edelman


30+ days ago

Senior Account Supervisor - Health - PR

Edelman Washington, DC

• Coordinate global and U.S. based teams/accounts to develop and implement sound strategies in the areas of pharmaceuticals and biotechnology… Edelman


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Edelman President and CEO Richard W. Edelman
Richard W. Edelman
830 Ratings
  • Helpful (3)

    Strong company challenged by scale, leadership

    • 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 Edelman (More than 5 years)

    Recommends
    Positive Outlook
    Approves of CEO
    Recommends
    Positive Outlook
    Approves of CEO

    Pros

    You will learn from some of the best in your field. You will work on the biggest brands or biggest challenges facing any industry. You'll be challenged by your peers and clients alike. You will work hard and be compensated well.

    You will also have extraordinary flexibility in your career; the firm (generally) recognizes that value comes in many shapes and sizes and that you are more effective if you're passionate so there are amazing opportunities to try new things, travel to new places, to take chances or chart your own course.

    There is still a family atmosphere, and Richard cares deeply about that part of the culture.

    Despite the cons below, Edelman remains the best of the big firms. Whatever her challenges, they aren't the ones driven by public holding companies that focus on short-term thinking and treat employees like rows on a spreadsheet.

    Cons

    The company defies logic when it comes to growing at scale, but at the same time there are real cracks under the surface.

    -Upper management (office-heads and up) has become extraordinarily political and more focused on "management" then leadership or client work. Understandable at many levels given the pressures of growing big things. Unfortunately they are also pretty homogeneous when it comes to philosophical outlook; not a problem if you're well on the political left, but challenging if you're on the center-right.

    -Layers and layers. Five years ago, Dan Edelman's mantra of "everyone is an account executive" rang true. Today, not nearly as much. The firm has added large numbers of "operations" people, "practice" people, and other kinds of people that don't really face clients as a key part of their job. Unclear how much value they bring, but HOLY COW CAN THEY WRITE LONG EMAILS OUTLINING SMALL CHANGES.

    -Bad apples. Everyone has them. Edelman seems to have some at the very top of the chain. From abusive to unethical, it's unclear how the very top doesn't see them clearly for what they are. Suspending one is a good down payment.

    Advice to Management

    Add some diversity of THOUGHT to the executive committee. Stop rewarding operators and bureaucrats. Spend more time asking "what's good for the client?" than "what's good for my agenda?"

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