- emarsys eMarketing Systems AG28.Juni 2017
- Mit Arbeitgeber-Kommentar
learn quickly, leave quickly - no long-term perspective
colleagues are great and the leadership is friendly. many people leave after a short period of time so its hard to make long-term connections.
depends highly on your manager. executive management has no insight into what people do and work on at the “bottom”. leadership changes direction a lot.
is good in general within one department, there could be more initiatives to get to know colleagues from other departments.
work offered is interesting but the extremely high workload makes it hard to focus on projects.
the company works hard on making the impression of an open-doors company, but fails to communicate openly. communication is very calculated and on a need to know basis. employees usually hear the truth through the grapevine (for example about why other employees were let go, how the business is really doing, disagreement between leadership, demotions and promotions). leadership does not address the truth openly. news are always put into a better light than they are, for example when someone is let go by the company its communicated that it was their own decision to leave or the company’s success is exaggerated.
there is GREAT inequality between managers and their employees, foreign and native austrian workers and even greater inequality between men and woman. the majority of workers are non-native austrian, because the company is able to pay them a lot less.
There is only one woman in the executive leadership team out of about 20 people. men are recruited into leadership positions or get promoted much quicker. woman are preferably hired into lower positions and are paid less than men doing the same work. there are no programs for leveling this inequality.
women get demoted for being on maternity leave: two women in leadership roles were demoted to being mere employees after returning from maternity leave just recently. one tried moving back into a higher role, but quit after being prevented from doing so.
Umgang mit älteren Kollegen
there are rarely any older people, they would be too expensive.
Karriere / Weiterbildung
there are no career concepts, you may get promoted if you are in the right position by accident.
Gehalt / Sozialleistungen
compensation and benefits are below the general market level. also because usually foreign workers and young people are hired. people often get promised higher salaries when hired, but this does not happen. only managers get stock options.
people get very tight goals and goal achievement is monitored closely. the culture is highly performance-driven and dynamic. products, customers and people change quickly. extensive overtime hours are expected from anyone. there is no works council (Betriebsrat) to negotiate for employees and therefore the company can do what it wants. the company is missing representatives of employees!
Umwelt- / Sozialbewusstsein
there are no environmental or social initiatives.
overtime is expected from everyone (no matter the pay) and the workload is way too high for close to 40 hours per week. there is flexi-time but still high attendance expectations with only limited flexibility. overtime is of course not paid but included in all contracts.
externally the company’s image seems to be great but if you talk with many people at the company, especially the ones being there “longer” it looks different.
- colleagues work together well
- interesting industry & good image
- its a great place to learn a lot because of the dynamic environment but make sure to move on quickly with your experience as it wont be valued long-term
- low pay, especially because the company relies on non-austrian labour and pays them less
- high inequality, especially for women
- extremely high workload and overtime hours (not paid)
- no works council and employee representatives, this enables the company to do what they want with employees
- only managers get stock options and good pay
- no career concepts
- management frequently changes direction
- no open and honest communication
Folgende Benefits wurden mir geboten
- Firmaemarsys eMarketing Systems AG
- Position/HierarchieAngestellte/r - Arbeiter/in
Kommentar des Arbeitgebers
Dear colleague, We’re sorry to hear that your experience at Emarsys didn’t go as positively as we would've hoped. While we welcome any feedback in order to help us to improve and would love to hear more about the issues you mentioned in a personal conversation, we are happy to briefly address some of your concerns here: - We are sorry to hear that there is the impression senior management changes direction frequently. The truth is that our industry is extremely fast-paced, and we have to adapt and innovate constantly in order to stay competitive. This is an industry "issue". At the same time this means that we can all be part of something ever evolving - we love agility, and we embrace the uncertainty that sometimes comes with it. Also, this type of environment enables us to always be open to new ideas of employees, react fast to great initiatives and implement improvements quickly. "We never settle" - that's one of our key values. - We are proud to say that we have colleagues of 27 different nationalities working in Vienna office. We are a global organization and German is hardly required in our HQ- that's what makes us a very attractive employer for people from all over the world and that's why we are such an international crowd. Salaries are agreed upon individually with a variety of factors taken into account, on top of that we offer various benefits (such as food vouchers, flexibility regarding working hours, regularly company events, free coffee and fruits etc). - We don't discourage maternity leave and try to find individual arrangements whenever possible (homeoffice etc). When it comes to reducing hours in a leadership position after maternity leave, this is a tricky topic. As much as we would love to be flexible, we believe that workload in leadership roles can barely be managed with part-time hours. That's why responsibilities sometimes adapt in these cases. - In Emarsys, career development is very much up to personal initiative. Responsibilities can evolve very quickly, really depending on each individual's ambition and aspirations. We are aware that career paths and development opportunities could be more transparent and are currently working on this topic with our newly hired Talent Manager. If you are willing to discuss further, please get in touch with our Vienna HR Team at email@example.com. We would love to learn more and look forward to hearing from you soon! Your HR-Team