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Animalz

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Animalz

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Animalz FAQ

Have questions about working at Animalz? Read answers to frequently asked questions to help you make a choice before applying to a job or accepting a job offer.

Whether it's about compensation and benefits, culture and diversity, or you're curious to know more about the work environment, find out from employees what it's like to work at Animalz.

All answers shown come directly from Animalz Reviews and are not edited or altered.

39 English questions out of 39

August 5, 2021

How is race or ethnicity talked about at Animalz?

Pros

Animalz genuinely attracts some best-in-class clients from the B2B SaaS world. If you're looking to get a foot in the door in tech as a writer/content marketer, this is as good a place to start as any. The pay is not competitive at all once you’re past the entry-level phase, but if you’re just starting out, or are willing to make the trade-off for a resume boost, after 6 months to a year, you’ll be able to write your ticket anywhere else for significantly more money. 100% remote, which is nice - especially if you live outside of the big markets like NYC and SF. It’s less of an advantage than it was prior to Covid, now that significantly more businesses are shifting to remote-first. But it’s not nothing. On a personal level, most people are really friendly and kind. In some cases this comes off as a bit disingenuous, or like an attempt to distract you from how chaotic everything is and how exhausted you are. But overall people seem to mean well.

Cons

Note: The below is an honest reckoning with the state of the business as I experienced it as an employee. Some or all of this may no longer apply by the time you are reading this review. Someone from leadership will assuredly be by shortly to address the below and tell you that it is completely inaccurate, as you will note they have done with other reviews. And hey, I genuinely hope that by the time you read this, it is. Individual team members have very little control over the accounts they are assigned to or the topics they write about. As a freelancer, you have the freedom to specialize by subject matter and then choose your clients based on what you can be successful writing about. That's not how Animalz operates -- they’ll take whatever clients will hire them and assign whoever is available to write for them based on not much at all. Probably as a result of the above, article quality is a near-constant complaint from clients, especially more technical ones. That’s probably because the content is being written by English majors with little to no background in the topic they’re writing about. Animalz has no idea what to do to solve this issue on an institutional level. But that doesn’t stop them from selling to those more technical clients, which means content managers are constantly being set up to fail. Employee turnover is extremely, extremely high. In 2021 alone, the company has seen between 20% and 25% churn -- increasingly from more tenured employees. At the time I left the business, the average tenure of an Animalz employee was a little over one year, and the median was just over half a year. This makes it extremely challenging as a new employee, as there are so few “old hands” to learn/seek support from. Leadership is intensely concerned with managing optics with new employees. For example, sometime around November/December 2020, they issued an edict to middle management to discourage “venting” - that is, expression of frustration or struggle with workload, clients, home life, etc. in public channels. It’s difficult to express what an enormous harm this did to employee morale and psychological well-being. Employees were left drowning, in desperate need of support, and expressly told that they needed to keep it to themselves. Everyone from middle management down is overutilized and underpaid. Individual middle-managers mean well and genuinely want to help their direct reports succeed. But when they are managing 10-15 different CMs, the vast majority of them less than six months into their tenure at Animalz and in many cases their careers as content marketers, while also many of them onboarding 3-5 new accounts per month, their ability to actually provide the help and support their direct reports need is slim to none. The company ostensibly practices “transparency” but over the past three to six months that “transparency” has devolved into PR, bullshitting and “controlling the story.” Genuine questions about hiring, business operations, processes and best practices will be met with stonewalling, gaslighting, outright hostility, and repeated references to how leadership’s *feelings* are hurt by the questions. Leadership fails to appreciate that they staff a team of literal communications professionals and, in many cases, journalists - people who’s literal job is to spot spin, evasion, and dishonesty. Underestimating their employees is one of leadership’s most routine failings. Discrimination along protected lines is rampant across the business. Women, people of color, LBTQIA+ employees and people with disabilities are routinely paid lower salaries for equivalent (and in some cases, more) work and responsibility than their male, white, straight, “abled” counterparts. International hires have been told they are full-time employees with all the rights and responsibilities when in fact they are independent contractors, and that is a literal labor violation. International employees with specialized skill sets like backgrounds in computer programming are paid multiple tens of thousands of dollars below US market rate. Meanwhile, the company has made public commitments to DEI -- international DEI, in particular. Employees will also take sick leave, and receive DMs and in some cases text messages demanding that they log onto work systems and “set the team up for success” when they are literally incapacitated. Again, pretty sure this constitutes harrassment or some kind of labor violation. Leadership has also engaged in active union-busting activities, up to and including lying to individual contributor employees that they were prohibited from participating in unionization efforts when in fact they have a legally protected right to organize. The company also routinely steals/appropriates the expertise and work product of individual contributors and passes it off as “company process.” Processes and concepts built by individual contributors for managing things like ideation, workload management, etc. have been passed off as Animalz’s intellectual property with no credit given to the individual contributors who actually designed those processes. This is particularly horrifying coming from a company that puts the fear of god into its employees regarding plagiarism and crediting sources. The company will be dead in the water if employee work is plagiarized. But plagiarism on behalf of the company? Totally fine, apparently. Does the company legally have a right to claim employees’ intellectual property? Probably. But ethically, particularly as a literal media services provider, the practice stinks to high heaven. Leadership has also blatantly lied in public-facing PR initiatives about the internal state and health of the business. The CEO recently made an appearance on a popular marketing podcast touting how the success of the business came down to having “process” for everything. Meanwhile, internally, there wasn’t even an Animalz standard operating procedure for, for example, building a content calendar or conducting ideation for said content calendar. The reality is that what success the business has had has come from the ingenuity, creativity, and existing skills of the individual contributors it hires. But leadership continues to deny this -- and those individual contributors continue to leave for greener pastures. The company has also claimed publicly that all client work is completed by full-time Animalz employees when the truth is that the company has routinely outsourced significant amounts of work to freelancers. Leadership is, by all appearances, intensely unconcerned with all of this. The CEO has explicitly stated that the business is there to make great content, not to make employees’ lives easier. They have recently pivoted their messaging around the employer brand from being the “best place for content marketers to work” to being a “content marketing bootcamp,” in an obvious attempt to justify hiring and exploiting inexperienced people rather than experienced professionals that can produce work at the level customers expect. And again, if you ask tough questions about *any* of this, you will be blamed, shamed, and gaslit to high heaven.

Advice to Management

Stop with the "blitzscaling" mentality, slow down long enough to ensure that you're actually delivering a consistent product and that you're not breaking your employees in the process. Pay whatever you have to to get some fresh blood in-house with proven success and an investment in mentorship and leading a team. (But make sure you do it *equitably and transparently* and that you promote those doing equivalent work already accordingly.) All the online courses in the world can’t replace genuine, in-person mentorship from real, experienced people. Figure out a way for employees to stick with subject matter long enough to build actual subject matter expertise. Much as you’d like them to be, human beings aren’t modular, and neither is agency work - you can’t just plug any human into any account, collect your check and walk away. Stop with the PR spin. Your employees are smart. They can smell it a mile away.

Women, people of color, LBTQIA+ employees and people with disabilities are routinely paid lower salaries for equivalent (and in some cases, more) work and responsibility than their male, white, straight, “abled” counterparts.

August 5, 2021

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June 17, 2021

How is management perceived at Animalz?

Pros

20-some days of paid vacation, Unlimited paid sick and mental health days, great management, great opportunities for promotion, and all of the work is remote.

Cons

From what I understand the interviewing process keeps changing, but when I did it about 4 months back, the article prep information was a bit confusing. It may have gotten better since I did the interview.

some days of paid vacation, Unlimited paid sick and mental health days, great management, great opportunities for promotion, and all of the work is remote.

June 17, 2021

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August 11, 2021

What is the company culture at Animalz?

Pros

INCREDIBLE company culture that truly encourages growth by having open conversations about struggles and working together as team to solve them. You never have to be afraid of saying "I don't know" or asking for help. The team motto is "content writing is a team sport" and at Animalz they really live this out. They also really walk the talk when it comes to work-life balance and promoting mental and physical health. People openly message their teams and say "hey I need a mental health day, be back tomorrow" and their manager will be the first to hop in and reply "Great, hope you feel better!" There is so much support here. For being a 100% remote company there is also a robust work culture with a lot of opportunities to connect with people on a personal level (they even have scheduled "watercooler talks" where you just talk with someone you don't know about life and get to know them). Their process is really driven by producing excellent content, but also cultivating excellent writers. They focus a lot on setting personal development goals and truly want to put things in place to help you get there, they actually put clearly outlined expectations and plans in place for you to get promoted and want to see you succeed. One obvious example of this is: when I applied they asked how much I wanted to make, I gave them a number and they said "cool, but we think you're worth more than that, how about $20K more?" Our CEO is also great - super approachable - and the whole leadership team really cultivates a culture of transparecy which is great.

Cons

Because it's 100% remote there are a lot of tools to acclimate to and context switching can be a challenge. I know our leadership is putting several initiatives in place to address this though.

Advice to Management

More proactive and process-driven content ideation/approval/ strategy flow for clients. From where I sit, it feels like we're shooting from the hip sometimes. Also, less tools.

For being a 100% remote company there is also a robust work culture with a lot of opportunities to connect with people on a personal level (they even have scheduled "watercooler talks" where you just talk with someone you don't know about life and get to know them).

August 11, 2021

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September 16, 2021

How was the interview at Animalz?

Pros

If you’re capable, driven, and have strong psychological stamina, you really can pretty much own end-to-end content production for some decent clients, maybe even a unicorn if you’re very lucky. “Ownership” is prized highly at Animalz, so if you’re happy taking the lead on a project from start to finish with minimal support––and I do mean minimal support––you’ll soon be able to translate that experience into a better gig at a much better company. For at least a little while longer, you can probably leverage Animalz’s formerly strong reputation into better career opportunities after you leave, though that window is closing rapidly. Same goes for your coworkers––I’ve had the pleasure of working with some of the smartest, most talented people I’ve ever worked with in my career, though virtually all of them have left or been forced out by now.

Cons

Take a look at the other reviews on this page. See the ones that were obviously written under duress by junior hires, or maybe members of senior management themselves? The ones that all just happened to be published on August 11 because leadership panicked and didn’t even think to publish them over the course of a few weeks to make them seem more credible? The reviews even a child could spot as obvious fakes? That’s how stupid Animalz’s leadership thinks you are. They’re convinced you’re either too dumb or too desperate to see through their obvious lies, and make no mistake, they will lie to you––and keep lying to you––from your first day until the day you finally tire of it and quit. Animalz really could have been the very best content marketing agency in the world. They had a truly world-class team and a reputation to match. But instead of investing in that talent and building on that brand equity, they squandered it all in the name of wildly unsustainable growth for no other reason than to satisfy the founder’s greed. Everything that made this agency great has been sacrificed in the name of myopic, short-term growth, and even that has been jeopardized by senior leadership’s inability to admit they’re completely out of their depth. As other reviews have noted, churn is the only game in town at Animalz. It’s a constant race to the bottom between employee churn and client churn. Since April 2021, Animalz has steadily lost the majority of its most experienced, tenured people because the concept of retention is utterly alien to management. Burnout is endemic, and the company simply couldn’t care less. The CEO will try to tell you that the chronic staff turnover is the result of the pandemic, or “The Great Resignation,” or because “people just don’t want to work anymore,” but that’s because she’s a malignant narcissist with nothing but contempt for the people who work for her and thinks you’ll believe lazy, reductive nonsense. All but two of the companies listed in the “Work with cool buds” section of the website churned long, long ago. These days, Animalz will work with almost literally anybody willing to pay them, and is desperately leveraging what little brand equity they have left to secure new business and keep the lights on. Due to the constant state of utter chaos, clients are routinely “onboarded” without a dedicated writer. We’re not talking about tiny pre-seed startups here––we’re talking industry-leading enterprise firms with market caps of billions of dollars whose work is literally farmed out to mediocre freelancers from day one. The agency’s reliance on freelancers has become so dire that some clients have churned before a full-time content manager has even been assigned to their account because it became embarrassingly obvious that their work was being outsourced. Because they don’t understand or value editorial expertise, leadership really does believe that simplistic checklists and questionnaires––the “process” that leadership loves to talk about on podcasts––can replace genuine subject-matter expertise and editorial experience. They’ve created a revolving door of failure in which both clients and employees burn out hard, then churn. It’s completely unsustainable, and Animalz’s formerly strong reputation has sunk lower and lower as editorial standards have fallen. To say Animalz pays poorly would be a considerable understatement. For years, Animalz’s internal “development guidelines”––benchmarks that determined employees’ level and compensation––did not account for previous experience at all. Think about that for a second. You could literally be a journalist with 20 years of experience at a national publication (and we’ve had more than a couple), and you could easily be determined to be a Level 1 content manager earning $50k because you lack SEO experience. Yes, really. The company recently revised its levels system because manageent finally accepted they couldn’t attract quality candidates by asking them to literally do the jobs of three people AND pay 30-40% under market rate. Now, incoming new hires can and do earn more than multi-year veterans with significantly more experience thanks to a half-baked, discriminatory “banding” system. This was presented as an “investment in the company,” but it’s nothing more than a transparent attempt to pay new hires more money because they’re desperate to attract new people to replace the exodus of experienced people who have quit. A handful of existing staffers got modest raises when this banding system was introduced, but only the “team players”––several of our most tenured, experienced people were deliberately excluded from these raises out of spite. When pressed during a meeting, the Head of People Ops also refused to rule out the possibility of salaries being reduced under the new salary bands. The “benefits” at Animalz are pitiful. When one former colleague joined the company in 2019, the insurance offered by Animalz did not even qualify as legally acceptable healthcare coverage in that person’s state. The founder’s brilliant solution? Asking other male founders on Twitter what he should do about it, which was ultimately nothing for another year. Another colleague was paying more than $15,000 per year on insurance coverage for their family, but was told the company couldn’t offer coverage for dependents because it would cost the company a paltry $60k per year to do so. Another was unable to seek care for a medical condition that was interfering with their work at all because no reputable specialists in their state accepted Animalz’s dismal coverage. During the interview process, they might try to tempt you with “unlimited personal days” and “unlimited sick days.” In practice, as other reviewers have noted, these policies may as well not exist. Staff are responsible for sourcing their own writing coverage during periods of PTO––not their managers, for reasons which have never been explained––which typically means working a 60-hour week on either side of a five-day break because everybody is so chronically overworked that coverage simply isn’t an option. You might get lucky with freelancer coverage, but most of them will be too busy onboarding new clients. The company itself is held together with gum and duct tape. Data security and governance is a nightmare––100+ employees share a handful of unsecured Google account passwords to access critical tools and systems––and the entire company is built on a rat’s nest of random documents, misplaced spreadsheets, and broken webforms. Airtable integrations fail daily, nobody knows who should be responsible for anything, and all of this overhead is placed on a handful of already overburdened People Ops folks who keep this ship of fools running virtually single-handedly. If toxic positivity is a trigger for you, I strongly advise you to seek employment elsewhere. You’ll be gaslit over and over again by people who love to talk about “ownership” and “personal responsibility” but refuse to be held to account for the disastrous impacts of their terrible decisions. Any and all criticism––no matter how valid––is silenced. There is quite literally no forum in which any negative feedback is acceptable. Genuine criticism is dismissed as “venting” and used against people as evidence of them being “problematic.” Team leads have routinely been instructed to suppress negative feedback among their teams (including actively dissuading people from discussing unionization), and if you have a problem with anyone in a position of power, you’re literally on your own. Leadership is keenly aware of this significant power differential and frequently leverages it to avoid being held accountable. Animalz has become an increasingly authoritarian workplace over the past 18 months. Any vestiges of transparency (including salaries, which were once openly visible to everybody) is being dismantled; the CEO described salary transparency as “more trouble than it’s worth.” Decision-making processes are opaque at best, and you’ll receive simplistic, dismissive answers if you dare ask how certain decisions were made. You may be tempted to dismiss the above as nothing more than the bitterness of a former employee. Admittedly, it’s very difficult to reconcile Animalz’s former reputation in the industry with the reality of the day-to-day at the agency today, but everything above is true. Leadership’s only priority now is “controlling the narrative,” and they will do and say anything to manage the optics surrounding their failures and the deteriorating conditions at the agency as a whole. Whoever you are––whether you’re an experienced industry vet or a fresh graduate hoping to cut your teeth in an agency environment––you can do so much better. Some of us gave management the benefit of the doubt over and over again, only for our hard work and goodwill to be thrown in our faces. Please don’t make the same mistakes we did. Find a company that will truly value your skills, experience, and wellbeing, because Animalz simply won’t.

Advice to Management

Resign and pursue career opportunities that do not involve making decisions that affect other people’s lives, because it’s readily apparent you lack the maturity, emotional intelligence, and business acumen to do so. Your employees aren’t supporting characters in the novel of your life––they’re living, breathing human beings that deserve to be treated with the kind of dignity and respect of which you’re clearly incapable. Being a leader is about more than taking credit for much smarter people’s hard work on podcasts. Cut the “eat, pray, love” nonsense from company standups. It’s insulting, and the people who should be able to trust you deserve better than trite platitudes. When you hire former journalists, reporters, and industry analysts, don’t be surprised when they can see right through your pathetic attempts to dismiss valid concerns with fake smiles. You’re fooling nobody, least of all your clients. People can plainly see how much trouble the company is in, and people are talking.

During the interview process, they might try to tempt you with “unlimited personal days” and “unlimited sick days.”

September 16, 2021

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September 16, 2021

What is the hiring process like at Animalz?

Pros

If you’re capable, driven, and have strong psychological stamina, you really can pretty much own end-to-end content production for some decent clients, maybe even a unicorn if you’re very lucky. “Ownership” is prized highly at Animalz, so if you’re happy taking the lead on a project from start to finish with minimal support––and I do mean minimal support––you’ll soon be able to translate that experience into a better gig at a much better company. For at least a little while longer, you can probably leverage Animalz’s formerly strong reputation into better career opportunities after you leave, though that window is closing rapidly. Same goes for your coworkers––I’ve had the pleasure of working with some of the smartest, most talented people I’ve ever worked with in my career, though virtually all of them have left or been forced out by now.

Cons

Take a look at the other reviews on this page. See the ones that were obviously written under duress by junior hires, or maybe members of senior management themselves? The ones that all just happened to be published on August 11 because leadership panicked and didn’t even think to publish them over the course of a few weeks to make them seem more credible? The reviews even a child could spot as obvious fakes? That’s how stupid Animalz’s leadership thinks you are. They’re convinced you’re either too dumb or too desperate to see through their obvious lies, and make no mistake, they will lie to you––and keep lying to you––from your first day until the day you finally tire of it and quit. Animalz really could have been the very best content marketing agency in the world. They had a truly world-class team and a reputation to match. But instead of investing in that talent and building on that brand equity, they squandered it all in the name of wildly unsustainable growth for no other reason than to satisfy the founder’s greed. Everything that made this agency great has been sacrificed in the name of myopic, short-term growth, and even that has been jeopardized by senior leadership’s inability to admit they’re completely out of their depth. As other reviews have noted, churn is the only game in town at Animalz. It’s a constant race to the bottom between employee churn and client churn. Since April 2021, Animalz has steadily lost the majority of its most experienced, tenured people because the concept of retention is utterly alien to management. Burnout is endemic, and the company simply couldn’t care less. The CEO will try to tell you that the chronic staff turnover is the result of the pandemic, or “The Great Resignation,” or because “people just don’t want to work anymore,” but that’s because she’s a malignant narcissist with nothing but contempt for the people who work for her and thinks you’ll believe lazy, reductive nonsense. All but two of the companies listed in the “Work with cool buds” section of the website churned long, long ago. These days, Animalz will work with almost literally anybody willing to pay them, and is desperately leveraging what little brand equity they have left to secure new business and keep the lights on. Due to the constant state of utter chaos, clients are routinely “onboarded” without a dedicated writer. We’re not talking about tiny pre-seed startups here––we’re talking industry-leading enterprise firms with market caps of billions of dollars whose work is literally farmed out to mediocre freelancers from day one. The agency’s reliance on freelancers has become so dire that some clients have churned before a full-time content manager has even been assigned to their account because it became embarrassingly obvious that their work was being outsourced. Because they don’t understand or value editorial expertise, leadership really does believe that simplistic checklists and questionnaires––the “process” that leadership loves to talk about on podcasts––can replace genuine subject-matter expertise and editorial experience. They’ve created a revolving door of failure in which both clients and employees burn out hard, then churn. It’s completely unsustainable, and Animalz’s formerly strong reputation has sunk lower and lower as editorial standards have fallen. To say Animalz pays poorly would be a considerable understatement. For years, Animalz’s internal “development guidelines”––benchmarks that determined employees’ level and compensation––did not account for previous experience at all. Think about that for a second. You could literally be a journalist with 20 years of experience at a national publication (and we’ve had more than a couple), and you could easily be determined to be a Level 1 content manager earning $50k because you lack SEO experience. Yes, really. The company recently revised its levels system because manageent finally accepted they couldn’t attract quality candidates by asking them to literally do the jobs of three people AND pay 30-40% under market rate. Now, incoming new hires can and do earn more than multi-year veterans with significantly more experience thanks to a half-baked, discriminatory “banding” system. This was presented as an “investment in the company,” but it’s nothing more than a transparent attempt to pay new hires more money because they’re desperate to attract new people to replace the exodus of experienced people who have quit. A handful of existing staffers got modest raises when this banding system was introduced, but only the “team players”––several of our most tenured, experienced people were deliberately excluded from these raises out of spite. When pressed during a meeting, the Head of People Ops also refused to rule out the possibility of salaries being reduced under the new salary bands. The “benefits” at Animalz are pitiful. When one former colleague joined the company in 2019, the insurance offered by Animalz did not even qualify as legally acceptable healthcare coverage in that person’s state. The founder’s brilliant solution? Asking other male founders on Twitter what he should do about it, which was ultimately nothing for another year. Another colleague was paying more than $15,000 per year on insurance coverage for their family, but was told the company couldn’t offer coverage for dependents because it would cost the company a paltry $60k per year to do so. Another was unable to seek care for a medical condition that was interfering with their work at all because no reputable specialists in their state accepted Animalz’s dismal coverage. During the interview process, they might try to tempt you with “unlimited personal days” and “unlimited sick days.” In practice, as other reviewers have noted, these policies may as well not exist. Staff are responsible for sourcing their own writing coverage during periods of PTO––not their managers, for reasons which have never been explained––which typically means working a 60-hour week on either side of a five-day break because everybody is so chronically overworked that coverage simply isn’t an option. You might get lucky with freelancer coverage, but most of them will be too busy onboarding new clients. The company itself is held together with gum and duct tape. Data security and governance is a nightmare––100+ employees share a handful of unsecured Google account passwords to access critical tools and systems––and the entire company is built on a rat’s nest of random documents, misplaced spreadsheets, and broken webforms. Airtable integrations fail daily, nobody knows who should be responsible for anything, and all of this overhead is placed on a handful of already overburdened People Ops folks who keep this ship of fools running virtually single-handedly. If toxic positivity is a trigger for you, I strongly advise you to seek employment elsewhere. You’ll be gaslit over and over again by people who love to talk about “ownership” and “personal responsibility” but refuse to be held to account for the disastrous impacts of their terrible decisions. Any and all criticism––no matter how valid––is silenced. There is quite literally no forum in which any negative feedback is acceptable. Genuine criticism is dismissed as “venting” and used against people as evidence of them being “problematic.” Team leads have routinely been instructed to suppress negative feedback among their teams (including actively dissuading people from discussing unionization), and if you have a problem with anyone in a position of power, you’re literally on your own. Leadership is keenly aware of this significant power differential and frequently leverages it to avoid being held accountable. Animalz has become an increasingly authoritarian workplace over the past 18 months. Any vestiges of transparency (including salaries, which were once openly visible to everybody) is being dismantled; the CEO described salary transparency as “more trouble than it’s worth.” Decision-making processes are opaque at best, and you’ll receive simplistic, dismissive answers if you dare ask how certain decisions were made. You may be tempted to dismiss the above as nothing more than the bitterness of a former employee. Admittedly, it’s very difficult to reconcile Animalz’s former reputation in the industry with the reality of the day-to-day at the agency today, but everything above is true. Leadership’s only priority now is “controlling the narrative,” and they will do and say anything to manage the optics surrounding their failures and the deteriorating conditions at the agency as a whole. Whoever you are––whether you’re an experienced industry vet or a fresh graduate hoping to cut your teeth in an agency environment––you can do so much better. Some of us gave management the benefit of the doubt over and over again, only for our hard work and goodwill to be thrown in our faces. Please don’t make the same mistakes we did. Find a company that will truly value your skills, experience, and wellbeing, because Animalz simply won’t.

Advice to Management

Resign and pursue career opportunities that do not involve making decisions that affect other people’s lives, because it’s readily apparent you lack the maturity, emotional intelligence, and business acumen to do so. Your employees aren’t supporting characters in the novel of your life––they’re living, breathing human beings that deserve to be treated with the kind of dignity and respect of which you’re clearly incapable. Being a leader is about more than taking credit for much smarter people’s hard work on podcasts. Cut the “eat, pray, love” nonsense from company standups. It’s insulting, and the people who should be able to trust you deserve better than trite platitudes. When you hire former journalists, reporters, and industry analysts, don’t be surprised when they can see right through your pathetic attempts to dismiss valid concerns with fake smiles. You’re fooling nobody, least of all your clients. People can plainly see how much trouble the company is in, and people are talking.

During the interview process, they might try to tempt you with “unlimited personal days” and “unlimited sick days.”

September 16, 2021

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39 English questions out of 39