- Epsilon Associates07.Dec 2015
Suggestions for improvement
- For upper management to open their eyes to what's going on. Employee and client retention was in serious decline when I left. Know who your best people are and keep them happy. They are the real key to your long term success.
What I like about the company
The Teams I was a part of at Epsilon were very cohesive. Some very bright people there at the team level.
What I dislike about the company
Upper Management did not appear to care about anything but bottom line. For 99% of the workforce there was very little upward mobility, below market pay and meager 1-2% annual merit increases. As a result, they are losing a lot of really good people, yet upper management follows the churn and burn mentality: Replace whoever you lose with someone who is cheaper (...rinse repeat) to maximize their annual bonuses. Employee replacement costs are irrelevant. College recruiting program was very effective at bringing in many bright young associates but lost most of them within 2 years because they burn them out and don't pay as much as other competitors so they go elsewhere. Epsilon was definitely not the worst company I have worked for but every former employee I know who has worked there, including myself, the grass was definitely greener after leaving the company.