Cramer PBT Reviews
2 people found this helpful
Pros – The people and the lunch. Cramer is full of energetic, creative and talented people.
Cons – More creative digital marketing projects. Cramer focuses a lot on the health industry. This core focus seems to sanitize the work limiting Cramer from more cutting edge projects.
Advice to Senior Management – Some on the VP's are mean and cause a lot of stress. Certain upper level executives cause mid management a lot of stress from their pressure and mis communication.
Yes, I would recommend this company to a friend
Pros – Extremely talented people. Reasonable hours. Tasty and inexpensive lunch plan. Tom is a great leader, though he's not involved as much in the day-to-day anymore.
Cons – It's tough, because half of the leadership is great and the other half doesn't know how to lead. The good half could take Cramer in a great direction, but the other half doesn't have the knowledge and experience to make it happen.
Digital competency really needs some help in order to succeed. There is a lot of talent in the building, but it needs clear direction.
Advice to Senior Management – Trust and respect your team members. Promote and reward for positive endeavors, not just critiquing the negative ones. Take the small steps to improve the leader-employee relationship.
No, I would not recommend this company to a friend
4 people found this helpful
Pros – Lunch Program, Great People, Interesting/Dynamic/Challenging Work. There is also a personal freedom to peruse what is of interest to you that you don't get offered at other companies.
Cons – Lack of Communication, Poor management decisions. I think that Cramer is a great place because of the people and the work, which makes up for the goofyness of a family-run business. Sometimes the family squabbles and power struggles get in the way of actually getting things done. Along those same lines, while they do invest a lot in equipment, there is less investment in people management and training. The job is getting increasingly complex and that part is severely lacking.
Additionally, the compensation disparity is huge from senior level people to those just starting out and in no way reflects the talent-level.
Advice to Senior Management – Work together better - treat people more fairly - reward and nurture talent.