Buen ambiente : opiniones de empleados con el puesto de Marketing Specialist en Impact Networking

4,0
11 ene 2025
Recomendar
Aprobación del CEO
Perspectiva de la empresa

Ventajas

Gran empresa y buen ambiente

Desventajas

Los salarios no son muy altos

Echa un vistazo a otras opiniones sobre Impact Networking.

5,0
1 jun 2026
Recomendar
Aprobación del CEO
Perspectiva de la empresa

Ventajas

Unlimited earning potential. Company is driven to become better all the time.

Desventajas

All good companies have growing pains. It really seemed like the intention is to become the industry leader and to remain private.

1,0
28 abr 2026
Empleado anónimo
Recomendar
Aprobación del CEO
Perspectiva de la empresa

Ventajas

Lack of offices so WFH mostly

Desventajas

1. Benefits are terrible (expensive & mediocre) 2. Their pay is below market but will constantly breadcrumb employees by saying raises are coming. And quotas are unattainable and unrealistic. 3. Employees at the bottom are made to feel replaceable. If you bring up a concern, you will be belittled. 4. Executive level shows no professionalism 5. Impact is run by bros who peaked in college and they carry that mentality. 6. No raises or bonuses for regular Joe working nights and weekends but hiring C-suite level officers at 200k+ who just regurgitate TikTok lessons on sales 7. No safe place to discuss cons. Retaliation is big here. 8. All executives and Csuites gossip on team meetings all day about who they like or don’t like. I’ve personally heard them badmouth employees who have been here for years the same day they gave them an award. 9. HR was better under Mary. She was approachable. No one in leadership is approachable. No one.

1
avatar
Respuesta de Impact Networking
1mo
Please know that we acknowledge the concerns you’ve raised and appreciate you taking the time to share your perspective. We understand that benefits, compensation, workload, and performance expectations play a significant role in how employees experience their work, and we recognize the frustration that can arise when those areas feel misaligned. These topics are reviewed regularly, and during our recent All Company Meeting we shared upcoming initiatives related to compensation management. This includes a company wide process launching around June, where the Executive Leadership Team will evaluate overall business performance and allocate funds accordingly. Feedback around morale, communication, and employee experience is taken seriously. I continue to lead our HR team, and encourage you to reach out to me direct so I can hear more of your perspective and see if there’s anything we can do or clarify to make your experience better. These conversations matter, and they help inform where clarity, consistency, and support can be improved. We appreciate you taking the time to share this feedback. Mary Zellers, Director of Human Resources
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