Mission: Arming ad sales professionals and agencies with the tools to close more deals.
“Raw” data is good, information you can use right now is better. MediaRadar makes it happen.
We’re proud that every person at MediaRadar has their own unique set of talents and experiences. Our differences make us a smarter, more creative and a more agile organization. When we combine these talents with our common mission and shared values we accomplish amazing things.
We’re GOOD PEOPLE.
We make a point to be empathetic, accountable and open-minded people. We treat everyone with kindness and respect. We strongly encourage know-it-alls, braggarts, and jerks to go elsewhere.
We LOVE DATA.
Nothing beats the facts. We’ve built a business around providing our clients with the highest quality data, and we use metrics, facts and numbers to inform important decisions of our own.
We are open and forthcoming with each other, our prospects, and our clients -- even when it’s the tough thing to do, it’s always the right thing to do.
Being a Radarian means being part of a team. We unite across departments and roles to build, grow and sell great products. Teamwork makes our dream work.
We believe that one of our greatest assets is feedback from clients, teammates, and industry experts. Listening is fuel for our engines!
We are ferociously inquisitive, inventive, and adaptable. The most rewarding work is the work that seems impossible. We strive to be thought-absorbers, thought-leaders, and thought-provokers.
Year founded: 2006
Founders: Todd Krizelman and Jesse Keller
Clients: 1,200 across several continents
Key Accounts: Wired, mashable.com, theknot.com, ESPN, People, Esquire, Rogers Publishing, Omnicom Media Group, Backpacker, Popular Science, Penton, Omega, and more!
Brands assessed: 2.3 million and counting – well over 1,000 are added daily
Awards: Stevie Award for Sales Customer Support (2014, 2015), New York City Venture Fellow (2010), Ernst & Young Entrepreneur of the Year (1999)
News outlets relying on MediaRadar to enhance their reporting: New York Times, BusinessInsider.com, Advertising Age, Folio.com, MediaPost, MediaLife.com, and dozens more.
If you’re looking for an opportunity to work with other smart, ambitious people to help build a company that invents market-leading SaaS solutions our large and small customers rave about, you’ve come to the right place!
We strongly value rolling up our sleeves and taking on challenges — and we do it in a fast-paced and fun environment. From monthly birthday parties to poker tournaments, intense games of giant Jenga and impromptu Nerf gun battles, there truly is something for everyone to enjoy.
We value our employees time and work, and we’re committed to supporting our team members and keeping them healthy and happy. We’ve built a comfortable, informal office with an open and friendly atmosphere – and provided some top-of-the-line health care and financial services to go with it.
I worked at MediaRadar full-time (More than a year)
Great product. Can sell it to a ton of different industries. Lots of different ways to position it. Its unique and flexible which is great for great sales people.
Not an easy sell. While you can sell it to basically any industry, its also one of the most expensive products in the space making it impossible to hit quota without closing a "monster" account.
Advice to Management
Lead-Generation. We spend so much time identifying and getting in touch with a lead that we barely have time to sell.
I applied through a recruiter. The process took 3 weeks. I interviewed at MediaRadar (New York, NY) in January 2016.
1. I had a phone interview with a MediaRadar developer during which he described what the company does and how it is structured. Then, he asked me about myself and my experiences etc.
2. I was asked to complete a programming assignment which I did.
3. I was asked to come down for an in-person technical interview. I was interviewed by 3 developers
4. I was asked to come down for another interview to meet the team management.
Has programs that support a diverse and inclusive workforce
Career Advancement Program
Helping employees "upskill" into higher-paying positions
First Job Programs
Maintain entry-level hiring and career development programs to give people career starts