PartnerCentric Reviews

As a client I would make sure to double check your contract and only sign a 6-month contract. - projections are consistently inflated to increase sales. -claims to have industry professionals, many new hires have no experience -changes job titles of employees for "marketing purposes" during sales call -high employees churn rate -client churn rate is extremely high -provide services such as compliance even though their compliance team member left over a year ago and has not been replaced -insane monthly fees for very little hours of work. If you are not full service, your program is most likely only getting 3-5hrs a month. -would recommend paying by the hour instead of a contracted rate. Read line above -if considering this agency, I would recommend looking at their current employees or past employees and trying to hire one of them, it will be cheaper and at least you would have someone working full time on your program. As an employee -no in-person company retreats, only upper management meets in person -expect little to no training -extremely high portfolio load of 10 clients on average -very poor and inequitable pay: marketing analyst (45k-60k) associate account manager (50k-60k) account manager (60k-90k) -pay is very subjective, not based on merit, but who likes you and if you have connections -changes employee roles without notice or conversation with employees -meeting KPI's and goals does not guarantee a bonus or salary increase, even if discussed and agreed upon by upper management -managers will target and create hostile work environments for anyone who speaks up or disagrees with upper management -if you do well, expect to do the work of three people -expect to be burnt out within 2-4 years and leaving -consistently fires people in the worst way(such as fired coworker after disclosing wife's pregnancy, on birthdays, this is done without any type of performance improvement plan in place or conversations about supposed "poor" performance

-Numerous firings were made public to the agency; thinly veiled attempts to seemingly instill fear about keeping one's job if not deemed a "culture" fit. -Speaking of culture, it was apparent that you would be considered a favorite if you propped up the egos of leadership. -Very little training and advancement opportunities. Raises and bonuses were pretty much nonexistent. Compensation, in general, was handled unprofessionally. -There was no dedicated HR person and it was often unclear how to handle questions or issues. -Messy business operations. Agency-wide communication of key initiatives was careless and confusing.