Graduate Management Admission Council

www.gmac.com
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An absolutely well managed small company with a great product and brand equity

  • Work/Life Balance
  • Culture & Values
  • Career Opportunities
  • Comp & Benefits
  • Senior Management
Current Employee - Vice President, APAC in Reston, VA
Current Employee - Vice President, APAC in Reston, VA
Positive Outlook

I have been working at Graduate Management Admission Council full-time (More than 5 years)

Pros

Dominant market share and position

Cons

one product company leaves it vulnerable

Other Employee Reviews for Graduate Management Admission Council

  1. Great company to work for

    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Former Employee - Project Manager in Reston, VA
    Former Employee - Project Manager in Reston, VA
    Recommends
    Neutral Outlook
    No opinion of CEO

    I worked at Graduate Management Admission Council (Less than a year)

    Pros

    Great professional environment to work in. Great benefits

    Cons

    Nothing negative to say except to consider incorporating contractors to company activities


  2. What's not being said in exit interviews...

    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Current Employee - Director in Reston, VA
    Current Employee - Director in Reston, VA
    Doesn't Recommend
    Neutral Outlook
    Disapproves of CEO

    I have been working at Graduate Management Admission Council full-time (More than 8 years)

    Pros

    Crazy smart people, interesting projects, benefits and flex schedule

    Cons

    More than 18 months of constant stress and huge loss of co-workers has had an amazingly negative impact on morale. There was expectation of turmoil with the change in leadership, but also excitement that old dysfunctions would be addressed. Unfortunately the changes have exceeded even worse case scenarios. People with no appropriate experience in executive roles, surface rather than substance being rewarded and a real feeling that the the senior executives care very little about the staff. A significantly disconnected leadership team give messages inconsistent with actions. There is a constantly changing list of priorities and fewer people to actually implement, this leaves no time or energy to re-evaluate approach, so innovation takes a hit. It's a vicious cycle: overwhelmed team does what ever it takes to get something done; work is perceived as seamless by Senior Executives; unreasonable precedence is set OR short timelines are set, staff gets it done, then criticized for doing things the "old way" and not being strategic. With no end in sight, team members either leave or lose motivation, especially when "whatever it takes" is not challenging . No opportunity for growth. The "flattening" of the organization appears to mean no one can get promoted. With that and several "job eliminations" it seems that the majority of the staff are devising exit strategies, including some of the senior leadership team. As professionals who have no interest in burning bridges, none of this will be mentioned in the exit interviews, but in the hallways and farewell celebrations its the same over and over and over...

    Advice to Management

    -Realize that this is a 120 person company not a huge corporation. The differences are not just cultural. In a small organization individuals have a lot of different responsibilities - changes in org structure don't necessarily relieve ones's responsibilities. So when bringing in new people work with existing staff to make sure the right issues are being addressed. New bodies don't always mean help. -Have real conversations with people in positions at and below the level of Director. Presentations and group lunches do not inspire meaningful discussions. -Structured processes, consistency in policy, clearly defined roles, autonomy - all terms that have been promised in speeches, but not yet implemented. Figure out a way to deliver on those promises. -Be definitive. Everyone spends too much effort and time trying to figure out what the president wants, that it limits to the ability to to deliver.


There are newer employer reviews for Graduate Management Admission Council
There are newer employer reviews for Graduate Management Admission Council

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