Guerrero Howe Jobs in Chicago, IL

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30+ days ago

Account Manager – easy apply

Guerrero Howe Chicago, IL

Guerrero Howe needs an Account Management pro who knows how to stay on top of trends, can speak comfortably with top industry professionals, and will… Guerrero Howe

30+ days ago

Advertising Sales Executive – easy apply

Guerrero Howe Chicago, IL

• Manage 30+ client accounts a month professionally and effectively in a timely manner • Promote and sell our brand to over 300 referrals a month… Guerrero Howe

15 days ago

Marketing and Communications Coordinator – easy apply

Guerrero Howe Chicago, IL

• Effectively manages Guerrero Howes corporate media platforms: websites, social media, internal and external newsletter • Ensures that our… Guerrero Howe

Guerrero Howe Reviews

37 Reviews
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Recommend to a friend
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Pedro Antonio Guerrero & Chris Howe
13 Ratings
  • Helpful (6)

    The worst. The absolute worst.

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Former Employee - Senior Account Manager in Chicago, IL
    Former Employee - Senior Account Manager in Chicago, IL

    I worked at Guerrero Howe full-time (More than a year)

    Doesn't Recommend
    Negative Outlook
    Disapproves of CEO
    Doesn't Recommend
    Negative Outlook
    Disapproves of CEO


    It doesn’t matter if you decide to be an Account Manager or a Sales Executive for this company. The roles are very similar…cold call/email all day and follow-up on calls/emails. The company gives you scripts for everything, so a literate monkey could get by. Word to the wise...Sales Execs make easier and more money than AM's. Go for Sales.

    They also love to hire 22 year olds which is great for 22 year olds. Really – they will hire anyone. I would say if you apply at GH there is a 90% chance that you will get the job. If you don’t get the job – err, this is awkward, but it's time for some self-reflection.

    The best thing about this job was how often I got sent home early for incentives (or because the CEO was gone and the managers wanted to get out of there early...) The downside is that you never know when you are going to get that time off because it's hard to use that time productively or make plans (doctor's appointments, etc.)


    As one of the few employees at GH who held more than one professional job prior to joining the company (4 of them actually), I can honestly say that I hated my job and did not enjoy my time at GH.

    In response to a previous review: “If you go into a professional environment with the sense of entitlement that is all too common amongst recent graduates these days, you are simply destined to fail and certainly won't learn much along your way.”
    Let me say this.
    I am not a recent graduate. I’m highly experienced, and I’m awesome. And I do feel completely entitled to be compensated fairly for my work. And I also feel especially entitled to what was promised to me during the recruiting process.

    Why am I giving the company and owner a poor review? Because I feel entitled to be treated fairly at my job. And because this company and its ethics are disgusting.

    Other reasons…

    The legitimacy of the business: the magazines are not audited which means they don't really know how many subscribers they have for any of their publications. All of the established magazines will tell you 50,000 readers per issue -- a completely made up number (I learned this on day 2, how promising). Legitimize the magazines = Legitimize the business. Currently neither have happened and never will.

    Beware of highly inexperienced managers and false promises during recruiting. This happens everywhere, but it’s painfully apparent at GH. Over the course of 2014 they hired AT LEAST 25 people that they’ve had to turn around and fire or who quit because of the toxicity of the office. That is terrible management. Part of being a great manager is having a social intelligence and intuition about who to hire. GH has none, and unfortunately 3 out of every 4 new hires is useless to their magazine and quickly fired. This puts an intense amount of stress on other team members who count on quality new hires to positively influence revenue and team success throughout the year.

    End of year bonus? Forget it. Your magazine did not hit its goals this year because you had 10 new hires come and go in 2014. It doesn’t matter that you killed every goal they gave you, your half-wit co-workers can’t read a script so you are not eligible for bonus. If you do hit your bonus, the CEO will raise your goals mid quarter to keep from having to pay you out!

    Zero flex-time whatsoever except for an elite handful employees who are 'grandfathered' (2+ years equals ‘grandfathered’ at Guerrero Howe FYI!). Be prepared to receive memos from management outlining a ‘Zero Work from Home Policy’ on the same day your colleague is taking advantage of their own special telecommuting situation. In addition, if you are not one of these 'grandfathered' employees, be prepared to use PTO for the hour you had to take for your doctor's appointment. You are salaried but treated like an hourly employee and must be in your seat from 8am – 5pm unless otherwise instructed. Do you need to come into work an hour late today? I don’t think so. Fire, flood, or famine you will need to be at work at 8am or pay the consequences. Fortunately, because your manager is inexperienced, the consequence is likely just passive aggressive behavior pointed at you for the remainder of the week or at the length which your manager chooses.

    Also, I wish I had known this before I took the job: if you work at Guerrero Howe, you are permitted two-15 minute breaks and one hour for lunch. Does that seem normal? No. It’s not. It is mandatory and expected that you take your breaks from exactly 10:30-10:45am, 12:30-1:30pm, and 3-3:15pm. The last time I was held to such a rigid break schedule, I was in grade school. Ridiculous. In addition, because there are no lunch spots around there, which means that you spend a nauseating amount of time with your colleagues and cannot even escape them during said "breaks".

    If you are considering a job here, send an InMail to a few current employees on LinkedIn. You will thank yourself!!

    Advice to Management

    The CEO is out of touch with what’s going on at the company. He would rather stick his head in the sand than open up a forum for improvement within the company. When a forum for improvement was recently created by employees (a morale committee), the CEO shut it down, saying that it’s a breeding ground for negativity. CEO’s motto “If we ignore them, they will eventually go away!”

    I've also heard upper management say repeatedly that they don't care about poor Glassdoor reviews. Really? You don't care about your public reputation? Beware this poor attitude runs deep.

    Open seating is cost effective, but it’s detrimental to business. If you actually knew how much people goofed off all day versus doing real work, you'd be surprised. Interruptions in the office are endless, productivity is low, and morale is bad. Google it. Open office = bad.

    Take a look at your hiring stats/turnover and then fire your directors. It’s pretty simple math, and you have hard data that they have no clue what they are doing.

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