MarketShare – Los Angeles, CA
You are a relationship builder with a relentless focus on collaboration in cross-functional teams and can successfully engage with diverse… StartWire
MarketShare – http://www.marketshare.com/careers/job/digital-technical-product-manager-adtech-1?jvs=Glassdoor
You are a relationship builder with a relentless focus on collaboration in cross-functional teams and can successfully engage with diverse… MarketShare
I have been working at MarketShare full-time
For the intellectually curious, the work we do can be very rewarding. There is always something new to learn, and we're constantly adding to and evolving our offering. On average, the caliber of the people working here is also very high, and personally,all the "cons" notwithstanding, I enjoy this job more than any I've had before. The work environment is relatively relaxed and friendly, not too serious or oppressively professional. The experience is valuable, highly transferable, and in high demand.
Our vision is to be a SaaS company, but the market reality is we are still in a services business because that's what client want and need from an analytics provider. That disconnect can sometimes make it feel like senior leadership is out of touch with their line managers, and I think as a consequence, we don't invest as much in our people as a services company should. As with any/all consulting work, clients can also be difficult and demanding, which adds a lot of stress to the job for those in a client facing role. This can also lead to internal tensions because our work and our success depends on a diverse, cross-functional team effort. Of course, experiences vary across accounts, but as a firm, improving cross-functional relationships have been made a priority. Advancement opportunities depends a lot on company growth, which isn't unique to our firm. During slower growth periods, waiting on someone to vacate a spot higher up tends to be the only way to advance, and of course, with new client accounts always come new opportunities. In the past, people have burnt out or otherwise lost their enthusiasm for the work over time because even as you advance, you're still doing a lot of the same work, albeit perhaps in a slightly more managerial capacity. Some opportunity to move into new functional areas does exist but not like at a large company.
Advice to Management
Make talent a higher priority. Invest in training, compensate people more generously, take time to celebrate the efforts of the team often. Treat your people well, they'll do the same for your clients well, and everyone wins. Free up leadership capacity, give them a mandate, and hold them accountable for coaching and developing junior talent. Build more feedback loops into our way of doing business without relying on so many surveys and formalized reviews, and use feedback from junior team members in the performance reviews for all managers at every level. Get rid of the a--holes (in the Bob Sutton sense).