There are newer employer reviews for Epsilon

Its OK

  • Comp & Benefits
  • Work/Life Balance
  • Senior Management
  • Culture & Values
  • Career Opportunities
Current Employee - Anonymous Employee
Current Employee - Anonymous Employee

I have been working at Epsilon full-time

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

Pros

good opportunities, work life balance

Cons

management does not appreciate efforts

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  1. Helpful (5)

    It will suck the life of you as it wants a 57% margin!

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Current Employee - Anonymous Employee
    Current Employee - Anonymous Employee

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

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

    Pros

    Gives a chance to fresh graduates, albeit to save money.

    If you have an intelligent manager, you learn. Else you perish with the politics.

    Cons

    The company doesn't have a vision for future. Thats why it doesn't invest on technologies or people.
    Bad politics all around. Butter up your boss and get the next level.
    The CTO himself has no vision and basically useless. He invests more time in not approving new hires as he wants everything to be off-shored. He would never discuss technology or where we are headed. Never participated in a open tech presentation, etc.
    All depends on your manager's manager. If you ask your manager why you didn't get a promotion or a hike more than 2% after working for more than 60 hours a week per year, he would say that " I recommended but my management turned it down".
    The HR team would ask managers to not blame on upper management but tell the employees they got what deserved which is not true.
    Your manager would ask you to work 60 hours every week but wouldn't let you put that in the timesheet.
    The company wants 57% margin. That means you are screwed as you won't get paid what you deserve.

    Advice to Management

    Change the entire C-Suite. You need new people with new ideas. After all its a technology driven company. Harmony, DREAM, Agility, etc are all old wine new bottle to fool clients.

  2. Helpful (1)

    Corporate Culture Needs Updating, Solid-ish Otherwise

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

    I have been working at Epsilon full-time

    Recommends
    Neutral Outlook
    No opinion of CEO
    Recommends
    Neutral Outlook
    No opinion of CEO

    Pros

    1) Many of your fellow TACs and more experienced team members will be very, very willing to help, which boosts personal growth where training does not.

    Result: Tighter-knit TAC-teams, a helpful culture, and increased efficiency. Nice!

    2) Management is generally more receptive to new ideas than your standard American office. The innovation isn't anything to write home about, but folks will hear you out, and change does happen with systems, albeit agonizingly slowly. I find that generally, you will have to bother your superiors for about one month per hour that the task will take.

    Result: Better morale. This is to be taken with a grain of salt, but being heard is, in and of itself, a positive experience.

    3) Reasonably okay educational resources.

    Okay, they're mediocre online classes.

    Okay, they're not particularly useful at all. Management will advise you to learn new things from YouTube.

    Result: I don't know I just wanted 3 Pros and 3 Cons gosh.

    <Everything else is pretty okay (i.e. compensation, benefits, etc.) and keeps this whole shebang at neutral.>

    Cons

    1) The job has become increasingly vertical-specific (divided by the type of client), making inter-vertical help difficult. Many will presume this to be a necessary evil rather than innovate, and the few who will push for efficiency are often shushed by corporate culture who just wants the wheels to keep on turning without falling off. This is an issue of internal culture with a major lack of willingness to innovate.

    Result: The TAC-role is unnecessarily difficult, especially when seeking out other verticals.

    2) To Sales, you are a button-pusher who is not worthy of their time when you actually fill quite an important role. No matter how much utility you generate for them, the company, and those around you, they will half-secretly hope that Epsilon automates your role out of existence.

    Result: The average TAC thus sees unnecessary difficulty spikes, poor communication, and a set of sales folks who do not care about them, which I'm sure eventually makes things more difficult for Sales in some manner, too. This is both demoralizing and inefficient. Sales culture must cease to see themselves as higher if TAC teams are to work with them effectively.

    3) While the educational tools available to any given associates are solid, introductory, role-specific education is abysmal, in part due to the fact that the nature of the job is so highly vertical specific, and the systems are taught at a vertical-agnostic level. When one complains, people will just default to talking about how they had to learn their job with no training whatsoever. That is the wrong way to think about education. Again, the local culture is problematic, but possibly improving.

    <Everything else is pretty okay (i.e. compensation, benefits, etc.) and keeps this whole shebang at neutral.>

    Advice to Management

    Modern companies will eat your lunch if you don't update both your systems and your ways of thinking about office-culture. I'm not talking expensive Google-esque perks. I'm a willingness to apply innovation and perhaps a more holistic view of company structure that lets all your people feel as if they're treated like people.

    It's a post-Dilbert world, now. Time to catch up.

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