Isobar US Jobs & Careers in Detroit, MI

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10 days ago

Creative Intern

Isobar Detroit, MI

• Work under the direction of a Visual Designer or Associate Creative Director to develop and establish interactive… Glassdoor

Isobar US Reviews

43 Reviews
43 Reviews
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Isobar US Co-CEOs for USA Jeff Maling & Geoff Cubitt
Jeff Maling & Geoff Cubitt
12 Ratings

    Political, Juvenile, Poor Leadership, Terrible Decision Making

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Former Employee - Lead Producer in New York, NY
    Former Employee - Lead Producer in New York, NY

    I worked at Isobar US full-time (more than 3 years)


    - very intelligent tech / dev group
    - EXTREMELY quick and capable UX group
    - a few star creatives
    - a few highly motivated, intelligent VP level leaders
    - NY office is in a good location
    - stocked kitchen (snacks, fruits, bagels, soda, coffee, tea, etc.)


    - where to begin... all points below are specific to NY
    - political nightmare (dispute or disagree with the wrong person in any way, you're done... period)
    - a few key members of senior leadership in NY are seemingly under-qualified and not capable of leading
    - process for staffing a project is snagged by favoritism, lack of industry / project knowledge by those making key decisions and generally primitive methodologies
    - project managers / producers are often times held accountable for poor scoping decisions made by directors and above
    - NY office is outdated and ugly (feels very small-company-ish, leaving a negative impression for visiting clients)
    - project-managers and some tech. directors don't have offices, but other lower-level office operation staff members do - seems unbalanced and strange
    - seems that campaign / creative work takes a back seat to the more traditional Roundarch highly technical backend projects (this is great, but Isobar should not sell themselves as a true digital agency, but rather a highly specialized dev. shop)
    - performance review process is riddled with favoritism, he-said / she-said and non-objective opinions and inaccuracies (if someone who doesn't like you FOR ANY REASON is present during round-robins, watch out... that one person can obliterate your chances for advancement)

    Advice to ManagementAdvice

    - listen to your PMs about scope, pricing, staffing... it's their job to provide that expertise and when their advisement is not considered, don't hold them accountable if / when the project falls
    - revamp staffing process from the ground up, including re-assigning unqualified folks who make the day-to-day staffing decisions
    - win some pitches
    - NY should take note of operations in Boston and follow suit... lose the antiquated Roundarch (hum drum consulting) mindset

    Doesn't Recommend
    Negative Outlook
    Approves of CEO

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