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Animalz

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Animalz

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September 27, 2022

Pros

You'll be surrounded by people who care about content marketing and writing. You'll be working on a 100% remote team, so you have flexible hours.

Cons

The company grew too fast and is still catching up on defining roles and developing processes-- as a result, quality and communication suffered and customers are churning in droves. The cobbled-together internal systems are breaking and you'll spend a lot of time troubleshooting. There's no investment in ongoing training and development beyond employee onboarding and senior leadership takes a top-down approach to problem-solving instead of bringing in the voices of people on the ground. All the teams work in their own siloes and it's rare to see transparency and collaboration across teams. The goalposts of what it takes to advance in your career are constantly shifting. All of this adds up to burnout.

Advice to Management

Listen to and trust the voices of the people who are on the front lines of the work: CMs, CSMs, and Team Leads. Prioritize retention and relationship development with existing customers over company growth.

You'll be working on a 100% remote team, so you have flexible hours. Read More

September 27, 2022

Reviewed by: Anonymous (Current Employee)

September 28, 2021

Pros

great support amoung the team, very flexible working hours

Cons

there needs to be more editors.

great support amoung the team, very flexible working hours Read More

September 28, 2021

Reviewed by: Anonymous (Current Employee)

December 15, 2022

Pros

Animalz has a knack for hiring amazing people. The editors, writers, and most of the team leads are talented and empathetic, really focusing on teamwork. The editors especially will force you to improve your writing through their high standards, discerning eyes, and constructive feedback. I became a much better content marketer under my team lead's direction and my editor's guidance. Truly flexible hours because the workforce is globally distributed. Outside of meetings with your team and your clients, you can do your work whenever you want. If you're lucky, you get to write for big-name clients in tech, and usually will be able to gain additional experience writing across verticals. While most clients sign on for blog posts or articles, some clients request different kinds of content that you can use to fill your portfolio, like social media copy for Twitter or LinkedIn, copywriting for landing pages, whitepapers, and eBooks. The Animalz brand is relatively well-known in the content marketing world, built mostly on its past reputation more than its current state. Having Animalz on your resume alone can open a lot of doors for freelancing and job hunting.

Cons

Animalz has been rapidly spiraling toward its doom for a while now. Customer churn due to both the state of the tech industry and Animalz's high price point is ridiculously high. And employee attrition is right there too. Morale sank to rock bottom after three highly-respected editors were unceremoniously and suddenly laid off in November. Scheduled cost of living adjustments and promotion cycles were put on indefinite freeze until leadership could bring Animalz out of its financial nose dive. There are no professional development or growth opportunities like an upskill fund, structured content marketing courses (which you'd think Animalz could develop with the combined talent that lives there) -- or even time for CMs to upskill with their rigorous workloads. Given all these factors, why would anyone choose to stick with the company when the company hasn't shown any commitment to us, the employees? Leadership states that they've been focused on bettering the financials of the company first by focusing on production and developing its new AI content service, and employee retention and development have had to sit on the back burner in the meantime. In fact, the attrition has been called out as a positive because leadership didn't have to lay off any CMs to match our decreasing customer base. While I acknowledge that some of my coworkers have had nothing but positive experiences working at Animalz, that hasn't been true for myself and many current and ex-colleagues. There's a reason why the average tenure of an Animalz employee is just over a year, according to LinkedIn. It's because most sane content marketers that focus on quality of work over quantity work aren't set up to succeed at Animalz. There are so many systemic issues at Animalz, but the main problem that bleeds into all the others: The leaders at the helm of the company making the big business decisions have no idea what they're doing, and don't lead with empathy for the people actually doing the work that Animalz sells - CMs, editors, TLs and CSMs. When I started at Animalz, the agency was in the midst of a furious hiring spree to catch up with the unsustainable workloads they had signed due to onboarding new clients. My client already had a backlog before my first day because they had been waiting for me to start. Backlogs and being behind on client work is a common theme at Animalz and leadership treats it like a failure on the part of CMs, TLs and CSMs when it's a process issue. Production goals are extremely difficult for most CMs to meet. You're expected to write 8 high-quality articles or an equivalent length per month (~2 per week). This doesn't sound like much at first, but the work pace is grueling, especially with the number of times your drafts need to be reviewed if you're under L4. This makes it extremely easy to fall behind on delivery dates and your KPIs -- and then stay behind forever. And that's exactly what happened to me. I started trying to work overtime to catch up but I could never reach that unattainable 8-article goal due to my clients not giving approvals in time and the extra responsibilities we're expected to do -- client revisions for each piece, monthly reporting and client meetings, doing ideation and creating content briefs. Not to mention my own personal issues outside of work, outside of my control. Inevitably, I started burning out just 6 months into my Animalz experience. If I had to point to a single defining moment as the point of no return for Animalz, it would be when a specific person was hired to whip CMs and TLs into shape so that the company would increase production. The processes she's put in place penalize CMs for not delivering a full 8 credits every month, but doesn't allow room or understanding for the delays and issues that cause us to not be able to do so. Under her watchful eye, anyone with low monthly production averages gets flagged as underperformers. They get put on performance improvement plans, regardless of whether or not their Team Lead agrees with the decision, to try to manage them out or squeeze every last ounce of productivity out of them forcefully. Some of our international employees with lower KPIs have been placed without notice on a pay-per-credit model -- or even let go with no notice. Most importantly, we were told if you can't maintain a 3-month rolling monthly average of 6.5 articles, you can't take time off. When you put an already-worn axe to the grinder, something's got to give. For me, that was my mental and physical health. I wanted so badly to take some PTO time off to recover, but the company moved from 20 days PTO to "unlimited" PTO - with the caveat that you had to be meeting your 3-month production average of 6.5 credits. In a perfect world, where everything goes right -- yes, 6.5 credits wouldn't be unreasonable to expect. But for those of us working on the ground level, we know it's not possible for many of us - especially those with any form of neurodivergence. I was unable to take time off... and so I continued to burn out until there was nothing left of me to give until finally, I flunked out of Animalz. Despite the quality of my work constantly being praised by editors, clients, my TL and CSM, I was an underperformer based solely on quantity - which is the main metric by which leadership evaluates your work. There is no empathy for the hard, meaningful work that we do. We're treated like robots, supposed to churn out content day after day. Leadership lacks the fundamental understanding of what goes into creating content for our clients; they really believe that you should be spending two days per article, even accounting for editorial review cycles and queues, and use one day for the other work tasks heaped on us. Despite the flexible schedules, there is no work-life balance. The delivery date is supreme; I know several other CMs and I have pulled allnighters and worked weekends to get articles submitted to the editing queues on time... and pray that the editors, who are now very overworked doing 1.5x their previous workloads, can get feedback to you in time to deliver. It's common nowadays for me to see my editor log in early and work late to make sure we all get our pieces back by end of day, which is really disheartening. As a former colleague noted in their review, Animalz causes many of us to develop or worsen problems with substances, sleep, and anxiety due to the stress of the job. Because of the editorial team layoffs, there's now a huge problem with quality. Our clients pay to get really good content that's been reviewed up to three times -- usually by an editor twice and a copyeditor once. For L4+ CMs, that was one editor review and one copyeditor review. Now, the copyediting stage has been replaced for L4+ CMs... with Grammarly. A poor substitute for the careful review of our gifted copyeditor team. When concerns have been raised about this, leadership said the quality you get from Grammarly is about on par with a copyeditor's review and that if you're really that concerned, you can raise the issue with our Lead Editor and fight to get approved to put your pieces in the copyediting queue. Perhaps I wasn't the right fit for Animalz. I'm sure that this review will be ignored or publicly refuted, as was once done by our CEO in an email to all employees, as the remarks of a disgruntled ex-employee. But after talking to many current and ex-Animalz, I've come to think that most people aren't right for Animalz. Or rather, Animalz isn't the right company for most people, because the people in charge don't know how to manage it.

Advice to Management

Listen to what employees are saying and have been saying for ages instead of gaslighting them. Burnout is a serious issue. Production KPIs and minimum averages are an issue. Internal messaging is an issue. The inability to take time off either because of production KPIs or because of the massive workload awaiting you upon your return is an issue. Overly demanding clients who give mountains of feedback are an issue. Low compensation and lack of 401k matching are issues. Foster psychological safety for employees by eliminating the "no venting" policy and encouraging employees to express frustrations and problems without being put down or gaslit. When we raise issues currently, we're told that we're the only ones experiencing that issue, which makes us feel alone and unheard... until we talk to each other and realize -- no, everyone has this issue. Everyone is burnt out. Everyone is tired of being held to unrealistic production expectations. Everyone is looking for new jobs because Animalz doesn't care to retain us. Lead with empathy for team members over customers. Adjust workload expectations for CMs because not all CMs have the same kind of workload or smooth clients. Even if promotions or bonuses aren't financially possible, give recognition more boldly and loudly about the contributions that hard-working team members do make. Consider slimming down the C-suite or taking exec pay cuts before conducting any more layoffs. Acknowledge the impact that layoffs have on employee morale instead of sweeping everything under the rug as a necessary business decision. Real people and their livelihoods were affected and you have to put in the hard work to earn employee trust back instead of just telling us to deal with the reality of the company's financials. Carve out time for CMs to actually pursue professional development opportunities and upskill. Part of the reason we have such huge backlogs is that we're supposed to do ideation for our customers, but if you don't know how to do it, you have no time to learn how to do so with your ceaseless production expectations. We also have no time (or money) to take courses on skills we don't have resources on, like crafting email marketing campaigns or writing LinkedIn thought leadership. Enable employees to actually take time off instead of micromanaging and examining every PTO request against our KPIs. Institute mandatory minimum PTO. Adjust expectations with clients if there's no coverage available for CMs taking time off. Push back on unreasonable clients instead of letting CSMs get steamrolled and not advocate for CMs. Accept less of those huge one-off projects. They're poorly scoped and always come with unreasonable workloads and deadlines. Stop being hardasses on delivery dates. Most of our clients don't care as long as we communicate. There's no such thing as a content marketing emergency; stop manufacturing them. All it does is put pressure on everyone working on content to work faster and spend less time doing intentional, meaningful work. Create accountability for the C-suite. If we have to prove everything that we've done in a month, and fight to get credit for our work, leadership should prove the results of what they work on too. More than just the $$ numbers and action tours to talk about what you should do. Outline the exact action items you've done every month and plan to do next month. And maybe, consider picking up a credit of work each quarter to see just how much work goes into writing just one Animalz-quality article. I believe that Tara, the new interim CEO, is well-intentioned and trying her best to improve conditions at the company. I hope that she puts her money where her mouth is, and makes Animalz a great place to work again. I hope that she recognizes this review as the voicing of valid concerns from someone who genuinely wants to see the people at Animalz thrive. Otherwise, Animalz will continue to lose their best and brightest to tech companies like our customers -- or even other content marketing agencies.

Truly flexible hours because the workforce is globally distributed. Read More

December 15, 2022

Reviewed by: Content Marketing Manager (Former Employee)

November 16, 2022

Pros

Flexible hours, wonderful co-workers and supervisors. Real people with real compassion.

Cons

Clients were ... a challenge.

Flexible hours, wonderful co Read More

November 16, 2022

Reviewed by: Content Marketing Manager in New York, NY (Former Employee)

December 15, 2022

Pros

Animalz has a knack for hiring amazing people. The editors, writers, and most of the team leads are talented and empathetic, really focusing on teamwork. The editors especially will force you to improve your writing through their high standards, discerning eyes, and constructive feedback. I became a much better content marketer under my team lead's direction and my editor's guidance. Truly flexible hours because the workforce is globally distributed. Outside of meetings with your team and your clients, you can do your work whenever you want. If you're lucky, you get to write for big-name clients in tech, and usually will be able to gain additional experience writing across verticals. While most clients sign on for blog posts or articles, some clients request different kinds of content that you can use to fill your portfolio, like social media copy for Twitter or LinkedIn, copywriting for landing pages, whitepapers, and eBooks. The Animalz brand is relatively well-known in the content marketing world, built mostly on its past reputation more than its current state. Having Animalz on your resume alone can open a lot of doors for freelancing and job hunting.

Cons

Animalz has been rapidly spiraling toward its doom for a while now. Customer churn due to both the state of the tech industry and Animalz's high price point is ridiculously high. And employee attrition is right there too. Morale sank to rock bottom after three highly-respected editors were unceremoniously and suddenly laid off in November. Scheduled cost of living adjustments and promotion cycles were put on indefinite freeze until leadership could bring Animalz out of its financial nose dive. There are no professional development or growth opportunities like an upskill fund, structured content marketing courses (which you'd think Animalz could develop with the combined talent that lives there) -- or even time for CMs to upskill with their rigorous workloads. Given all these factors, why would anyone choose to stick with the company when the company hasn't shown any commitment to us, the employees? Leadership states that they've been focused on bettering the financials of the company first by focusing on production and developing its new AI content service, and employee retention and development have had to sit on the back burner in the meantime. In fact, the attrition has been called out as a positive because leadership didn't have to lay off any CMs to match our decreasing customer base. While I acknowledge that some of my coworkers have had nothing but positive experiences working at Animalz, that hasn't been true for myself and many current and ex-colleagues. There's a reason why the average tenure of an Animalz employee is just over a year, according to LinkedIn. It's because most sane content marketers that focus on quality of work over quantity work aren't set up to succeed at Animalz. There are so many systemic issues at Animalz, but the main problem that bleeds into all the others: The leaders at the helm of the company making the big business decisions have no idea what they're doing, and don't lead with empathy for the people actually doing the work that Animalz sells - CMs, editors, TLs and CSMs. When I started at Animalz, the agency was in the midst of a furious hiring spree to catch up with the unsustainable workloads they had signed due to onboarding new clients. My client already had a backlog before my first day because they had been waiting for me to start. Backlogs and being behind on client work is a common theme at Animalz and leadership treats it like a failure on the part of CMs, TLs and CSMs when it's a process issue. Production goals are extremely difficult for most CMs to meet. You're expected to write 8 high-quality articles or an equivalent length per month (~2 per week). This doesn't sound like much at first, but the work pace is grueling, especially with the number of times your drafts need to be reviewed if you're under L4. This makes it extremely easy to fall behind on delivery dates and your KPIs -- and then stay behind forever. And that's exactly what happened to me. I started trying to work overtime to catch up but I could never reach that unattainable 8-article goal due to my clients not giving approvals in time and the extra responsibilities we're expected to do -- client revisions for each piece, monthly reporting and client meetings, doing ideation and creating content briefs. Not to mention my own personal issues outside of work, outside of my control. Inevitably, I started burning out just 6 months into my Animalz experience. If I had to point to a single defining moment as the point of no return for Animalz, it would be when a specific person was hired to whip CMs and TLs into shape so that the company would increase production. The processes she's put in place penalize CMs for not delivering a full 8 credits every month, but doesn't allow room or understanding for the delays and issues that cause us to not be able to do so. Under her watchful eye, anyone with low monthly production averages gets flagged as underperformers. They get put on performance improvement plans, regardless of whether or not their Team Lead agrees with the decision, to try to manage them out or squeeze every last ounce of productivity out of them forcefully. Some of our international employees with lower KPIs have been placed without notice on a pay-per-credit model -- or even let go with no notice. Most importantly, we were told if you can't maintain a 3-month rolling monthly average of 6.5 articles, you can't take time off. When you put an already-worn axe to the grinder, something's got to give. For me, that was my mental and physical health. I wanted so badly to take some PTO time off to recover, but the company moved from 20 days PTO to "unlimited" PTO - with the caveat that you had to be meeting your 3-month production average of 6.5 credits. In a perfect world, where everything goes right -- yes, 6.5 credits wouldn't be unreasonable to expect. But for those of us working on the ground level, we know it's not possible for many of us - especially those with any form of neurodivergence. I was unable to take time off... and so I continued to burn out until there was nothing left of me to give until finally, I flunked out of Animalz. Despite the quality of my work constantly being praised by editors, clients, my TL and CSM, I was an underperformer based solely on quantity - which is the main metric by which leadership evaluates your work. There is no empathy for the hard, meaningful work that we do. We're treated like robots, supposed to churn out content day after day. Leadership lacks the fundamental understanding of what goes into creating content for our clients; they really believe that you should be spending two days per article, even accounting for editorial review cycles and queues, and use one day for the other work tasks heaped on us. Despite the flexible schedules, there is no work-life balance. The delivery date is supreme; I know several other CMs and I have pulled allnighters and worked weekends to get articles submitted to the editing queues on time... and pray that the editors, who are now very overworked doing 1.5x their previous workloads, can get feedback to you in time to deliver. It's common nowadays for me to see my editor log in early and work late to make sure we all get our pieces back by end of day, which is really disheartening. As a former colleague noted in their review, Animalz causes many of us to develop or worsen problems with substances, sleep, and anxiety due to the stress of the job. Because of the editorial team layoffs, there's now a huge problem with quality. Our clients pay to get really good content that's been reviewed up to three times -- usually by an editor twice and a copyeditor once. For L4+ CMs, that was one editor review and one copyeditor review. Now, the copyediting stage has been replaced for L4+ CMs... with Grammarly. A poor substitute for the careful review of our gifted copyeditor team. When concerns have been raised about this, leadership said the quality you get from Grammarly is about on par with a copyeditor's review and that if you're really that concerned, you can raise the issue with our Lead Editor and fight to get approved to put your pieces in the copyediting queue. Perhaps I wasn't the right fit for Animalz. I'm sure that this review will be ignored or publicly refuted, as was once done by our CEO in an email to all employees, as the remarks of a disgruntled ex-employee. But after talking to many current and ex-Animalz, I've come to think that most people aren't right for Animalz. Or rather, Animalz isn't the right company for most people, because the people in charge don't know how to manage it.

Advice to Management

Listen to what employees are saying and have been saying for ages instead of gaslighting them. Burnout is a serious issue. Production KPIs and minimum averages are an issue. Internal messaging is an issue. The inability to take time off either because of production KPIs or because of the massive workload awaiting you upon your return is an issue. Overly demanding clients who give mountains of feedback are an issue. Low compensation and lack of 401k matching are issues. Foster psychological safety for employees by eliminating the "no venting" policy and encouraging employees to express frustrations and problems without being put down or gaslit. When we raise issues currently, we're told that we're the only ones experiencing that issue, which makes us feel alone and unheard... until we talk to each other and realize -- no, everyone has this issue. Everyone is burnt out. Everyone is tired of being held to unrealistic production expectations. Everyone is looking for new jobs because Animalz doesn't care to retain us. Lead with empathy for team members over customers. Adjust workload expectations for CMs because not all CMs have the same kind of workload or smooth clients. Even if promotions or bonuses aren't financially possible, give recognition more boldly and loudly about the contributions that hard-working team members do make. Consider slimming down the C-suite or taking exec pay cuts before conducting any more layoffs. Acknowledge the impact that layoffs have on employee morale instead of sweeping everything under the rug as a necessary business decision. Real people and their livelihoods were affected and you have to put in the hard work to earn employee trust back instead of just telling us to deal with the reality of the company's financials. Carve out time for CMs to actually pursue professional development opportunities and upskill. Part of the reason we have such huge backlogs is that we're supposed to do ideation for our customers, but if you don't know how to do it, you have no time to learn how to do so with your ceaseless production expectations. We also have no time (or money) to take courses on skills we don't have resources on, like crafting email marketing campaigns or writing LinkedIn thought leadership. Enable employees to actually take time off instead of micromanaging and examining every PTO request against our KPIs. Institute mandatory minimum PTO. Adjust expectations with clients if there's no coverage available for CMs taking time off. Push back on unreasonable clients instead of letting CSMs get steamrolled and not advocate for CMs. Accept less of those huge one-off projects. They're poorly scoped and always come with unreasonable workloads and deadlines. Stop being hardasses on delivery dates. Most of our clients don't care as long as we communicate. There's no such thing as a content marketing emergency; stop manufacturing them. All it does is put pressure on everyone working on content to work faster and spend less time doing intentional, meaningful work. Create accountability for the C-suite. If we have to prove everything that we've done in a month, and fight to get credit for our work, leadership should prove the results of what they work on too. More than just the $$ numbers and action tours to talk about what you should do. Outline the exact action items you've done every month and plan to do next month. And maybe, consider picking up a credit of work each quarter to see just how much work goes into writing just one Animalz-quality article. I believe that Tara, the new interim CEO, is well-intentioned and trying her best to improve conditions at the company. I hope that she puts her money where her mouth is, and makes Animalz a great place to work again. I hope that she recognizes this review as the voicing of valid concerns from someone who genuinely wants to see the people at Animalz thrive. Otherwise, Animalz will continue to lose their best and brightest to tech companies like our customers -- or even other content marketing agencies.

Despite the flexible schedules, there is no work Read More

December 15, 2022

Reviewed by: Content Marketing Manager (Former Employee)

October 19, 2021

Pros

Flexible schedules. We work to support our lives, not the other way around. Supportive culture. In my first few weeks, I expressed some self-doubt to my manager, teammates, and peers, and I got nothing but support and helpful resources. No shaming. Excellent vacation policy. You actually get coverage from others when you're on vacation (4 weeks!), so you don't work extra hard when you get back.

Cons

Everyone is in different time zones, so it can be hard to get the kind of real-time feedback you might be used to. No company match for retirement savings (I hear it's coming soon, tho)

Flexible schedules. Read More

October 19, 2021

Reviewed by: Content Marketing Manager (Current Employee)

January 14, 2022

Pros

Maybe I missed the growing pains, but I'm not sure where the negative reviews come from. I joined the team in 2021 and I can honestly say that this is the first job I've taken in a LONG time where I haven't been looking on Indeed/LinkedIn a few months in to see what else is out there due to issues in the company. I plan on being here as long as they'll have me! Everyone I've met has been supportive and as helpful as they can be. I have not experienced any sort of "toxic" and believe me, I have worked in some incredibly toxic companies before so I'd point it out if it existed. The negative reviews on here claim that the CMs are overworked, but I haven't felt that way at all. This is the first content marketing job I've had where they place an emphasis on your writing quality instead of quantity, and it's incredibly refreshing. As a CM, you'll work with an editor who challenges you and helps you spot your weaknesses so that you can grow as a writer. You'll also have a team lead to help you with any impediments and help you reach the OKRs you set for yourself. Yes, you do work directly with customers, and yes, you are responsible for the relationship, but they're working to bring in customer success managers to help take some of that off the CM's plate. I personally think it's good to work directly with the customers so that as the writer, you can establish that relationship with them and ultimately create better content. Management is also very accessible. I saw a review on here that said the CEO doesn't answer questions during office hours meetings, and that hasn't been my experience at all. Any time I've attended an office hours meeting, she's read each question and answered it as thoroughly as possible or handed it over to someone who could answer better than she could. They also encourage us to reach out via Slack or even set up a meeting with them if we need anything. If you're wanting a job where you have the ability to grow and focus on your writing, then I think you'd love it here. Other pros include: - flex schedule (great for parents especially) - 4 weeks of PTO + 5 floating holidays (first place I've worked that gives this much PTO!) - unlimited sick time/personal days (like, you can actually be sick and not have to use your PTO. amazing.) - decent benefits - 401K - detailed onboarding training

Cons

Just to keep it real, these would be the cons I've experienced: - dependent coverage is expensive - it can be overwhelming at first to learn all the processes (but that's true of any job) - you don't have any input on the clients you're assigned, which can be frustrating at times especially if you don't have existing knowledge of their field/they're more technical than what you're used to - when you work at a place with employees across the globe, it can take longer than what you're used to in a typical company to get answers to a question

flex schedule (great for parents especially) Read More

January 14, 2022

Reviewed by: Content Marketing Manager (Current Employee)

January 20, 2022

Pros

-- Challenging work that forces you to learn and grow -- If you're ambitious and willing and open to develop your skills, then there's a lot of opportunity for internal advancement. Management seems genuinely interested in evolving the company, improving processes and promoting people who are excited about and committed to doing the same. As other reviewers have noted, there is a good amount of employee turnover, but from my perspective, a lot of that comes down to lack of fit (particularly in the case of some people staying less than a year) -- People who have moved on from Animalz have gone on to in-house jobs at great companies -- Great, supportive coworkers -- Flexible schedules -- Decent benefits

Cons

-- Content marketing is essentially a service industry, and sometimes clients can be difficult and demanding -- The team is geographically distributed, so you need to be able to handle working with people across several time zones

Advice to Management

Keep hiring smart, talented people who are a good fit for a growing company

Flexible schedules Read More

January 20, 2022

Reviewed by: Content Marketing Manager (Current Employee)

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