Penton Jobs in Boulder, CO

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30+ days ago

Operations Manager, Conference & Trade Show

Penton Boulder, CO

Goal of the position is to lead operational strategy for a defined set of exhibitions and conferences in a manner that will support the efficiency… Penton


23 days ago

Regional /TerritoryAccount Manager

Penton Boulder, CO

The person will be responsible for working with the Digital Sales Director to identify and close a wide range of products in the franchise portfolio… Penton


30+ days ago

Technology Coordinator

Penton Boulder, CO

Include: • Establish, maintain, promote and follow technology processes and procedures, striving for best practice and consistent quality results… Penton


16 days ago

Content Engagement Director

Penton Boulder, CO

We are looking to hire a highly motivated individual who will help our editors and brands increase audience engagement with our digital products… Penton


Penton Reviews

2.4
143 Reviews
Rating Trends
Recommend to a friend
Approve of CEO
Penton CEO David Kieselstein
David Kieselstein
66 Ratings
  • Helpful (3)

    Employee counterparts are not held to the same standard

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Current Employee - Employee in Boulder, CO
    Current Employee - Employee in Boulder, CO

    I have been working at Penton full-time (more than 5 years)

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

    Pros

    The PTO is great. Some managers are very respectful of employee's personal lives and obligations. The medical insurance is not bad. Casual work environment, small perks.

    Cons

    The CEO is not interested in hiring from within. He does not trust his own workforce or management team, and is continually trying to recruit his own friends to join his team. He has a terrible reputation among his previous company/employees and I do not have faith in his decisions. He is self-serving, seems to be setting up the brands to sell out, and move on to the next CEO gig. We won't be sad to see him go. His goals are not long-term, but short-term to make himself look marketable.

    As a result of his new regime, managers are unclear on their own goals and cannot adequately communicate the direction of the company, let alone the brands. There is no common goal or mission we are all trying accomplish, because brands are pitted against each other for resources. The highest grossing products are subsidizing the low-performing products.

    Promotions are few and far between. Many high-performing, "valuable" employees are paid in "atta-boys," rather than promoted. Employees are told not to set high expectations for career advancement within the company because they will be disappointed. Those who take initiative are met with higher expectations of their performance and outcomes; those who slack off are not held to the same standards but enjoy the same compensation and appreciation.

    Advice to Management

    Be consistent with goals and compensation. Hold everyone to the same standard, offer assistance to those who struggle in their role, or let them go. Lazy management affects morale, and makes people not want to work here. Why work as hard when my counterpart does not, and we're evaluated as equals?

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