Adtech Sucks Customer Reviews and Feedback

From Everything.Sucks

Adtech AG is a German–American digital marketing company that retails products to manage, serve and evaluate online advertising campaigns (including display, video and mobile formats). The company was founded in 1998 in Frankfurt, Germany, and was acquired by web portal AOL on May 15, 2007. The company was merged into the Oath Inc. brand, as a subsidiary of Verizon Communications.

A former employee shared in a review "Adtech has poor management. Poor communication. Little support or training. Slow response to market trends. Promote on basis of seniority and not performance."


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Former Employee - Systems Installer says

"They use “team” as a way to pile more work than you were hired for. They don’t know how to manage. Worst company I’ve worked for, they will lie to your face. Don’t believe good reviews, they write them themselves to counter the accurate bad reviews."

Former Employee - Manager says

"See for yourself with the responses that management puts out in response to the negative reviews. If you read them carefully you will see the arrogance and ignorance of a group of spoiled brats that think they are 100 % right and anyone who doesn't support them to be: Not willing to buy into a new program Bemoaning that the world has changed and don't want to change with it Only wanting to do business the old way, 2003 AV world, not the "New Way" management has implemented Not able to change and unable to understand that the "new plan" is terrific You will see in the reviews that there were a couple of years of mostly negative, a recent push of positive reviews the last two months, and then a new batch of negative reviews. I see they had responded to this by saying that they do ask employees to write reviews, no kidding. It is important to also note that many people will not write a review as their separation agreements state that they cannot say negative things about the company or they can be sued. Again more lawyers that the common person cannot afford so they keep quite. The reality is that the people that used to work at Adtech were some of the most talented in the industry, and . Although there may have been shortcomings with the old system everyone knew that new procedures and processes were needed and welcomed some of the changes that you implemented. Do not use these internal process/procedural changes as the reason why people left or are unhappy as that is not the case in ALL of the people I talked to. People left because of Management period. Simply you are not nice people, you are very arrogant and insincere. I have never in my life seen so many people that left a company hate it so much when they left and it is because of management."

Current Employee - Anonymous Employee says

"As mentioned in another recent response, we’re not trying to be everything to everyone. We’re looking for people who want to be a part of a learning culture that is always looking for ways to improve how we serve customers and work collaboratively to build our company. I’m happy to eliminate the mystery around our positive reviews. We do sometimes ask employees who are engaged in helping us grow our business to share their thoughts on Glassdoor. We don’t really keep that a secret – and we’re far from the only company that does so. Many employees who are earnestly working hard to help their team succeed aren’t lingering around on Glassdoor in their spare time – so we remind them that it can be helpful. We care a lot about recruiting people who share our values. We sometimes miss. For the avoidance of doubt, we don’t tell them what to say. We don’t tell them that they have to post something. Again, if you’re a current employee, I have no interest in your continuing to be miserable. If you don’t have faith in me and our team, you should find a team that you do. We won’t be offended. Finally… there are a few allusions on these negative posts to the fact that our management team reads books. Guilty. We state right in our core values – usually listing Learning as the first one – that we are dedicated as a company to getting better. One of the ways that we do that is we share ideas – widely. Our management team occasionally reads a book together (perhaps 3-4 in the last ~2 years) to help us develop common language that might allow us to better serve our employees. We also offer to provide a copy to any employee who might be interested in participating and understanding more."

Current Employee - Anonymous Employee says

"I'm not able to tell if this is actually written by a current employee or if someone who works elsewhere is just feeling unkind. If it is the former, you seem like you're not too happy about working at Adtech. That's not good for either of us and it seems unlikely to provide our customers the service they deserve. If you're open to a discussion, let's talk about how to transition your work and provide some runway for you find someplace to work that you'll enjoy more. In either case, I really wish that you'd chosen some different language for your post. As someone with a nephew on the spectrum it really doesn't sit well that you would attempt to demean something by calling it "autistic". Life is difficult enough for those with that disorder without others turning it into a put down."

Former Employee - Anonymous Employee says

"I like the title of this, and I agree with it. To clarify, we haven’t invested much in motivational posters – but we have written down our core values, our commitment to our customers, and a few other frameworks that we use to try and encourage teamwork. We do that so we have easy reference points in our (many!?) meetings. We admit we have quite a few meetings. All of our employees have regular 1:1 meetings with their managers. We have regular departmental staff meetings. Finally, we do large projects that require upwards of 20 people to stay coordinated on delivering high quality service. We find this requires talking… together. We also move quickly (actions!) when we see an opportunity for improvement. We encourage people to speak up if they feel their time is being wasted in a meeting. We even have a (motivational?) poster to help explain what we mean by speaking up. Briefly, it reads something like this: Leadership Levels in Practice Level 4: • Proactive to identify problems • Leads a multi-step initiative to conclusion • Brings out the best in peers Level 3: • Willing to volunteer (“I’ll take it”) • Open to learning and new ideas; participates Level 2: • Provides ideas, often without prioritizing or vetting • “What we should think about is”; “We should…” Level 1: • Can identify problems (“this is wrong”) • Assumes others should solve it • Tone sucks the energy from the room We admit that we have had employees in the past who regularly “spoke up” with what we call Level 1 suggestions. We tried to work with them to help them take ownership of helping to make their team better – but sometimes, people are focused on simply complaining. As they say… misery loves company. Leadership is one of our core values. We are very intentionally building a team of people who take ownership of their world and don’t wait for others to tackle their challenges. It’s not for everyone."

Former Employee - Anonymous Employee says

"Top Management is the most inexperienced management you will find in one company. They don't know how to manage or listen to their employees. The gossips run rampant because of lack of management experience. They tell you doors and ears are open. But they don't really listen. Most of the projects are drag on for months and months because lack of support on the field. Lack of communication is big factor. There is really high turnover rate. There is no communication or plan when people leave. Not to mention, the only way to get a raise in this company is to threaten to leave."

Former Employee - Anonymous Employee says

"First, I do appreciate the positives. And I wholeheartedly agree that our people are good. We have built a lot of structure in the past few years. When we joined the company in 2015 our then IT Director characterized our company culture as “entrepreneurial bordering on anarchy.” What that led to was wild variability in our execution. We had some customers who were very well cared for, while others experienced erratic service. In talking with customers, we learned that this has been common in our industry. We set about to change that. I can see how our putting in structure felt constricting to those who were used to the environment before we joined. We don’t begrudge those people for looking for something different. But as we built the structure – we had to create many new management positions. We put people in those positions who demonstrated care for their teammates and a willingness to take the responsibility to lead. Many of them were new managers. We have spent a great deal of time training and coaching them (including, yes, reading an occasional book). Your feedback on the field team being left to pick up the pieces resonates. Unfortunately, when steps are missed early in a process, our field team does feel the brunt of it. When communication is missed between the field and the planning teams, the field team often suffers. This was feedback we received from the day we joined the company and is part of the reason why we have the structures in place we now do. There wasn’t one fix for these issues – it took years of getting the systems in place, having people develop new processes, establishing different communication practices (e.g., going to the person responsible for the missed step rather than working around them and not holding them accountable). Accountability doesn't just come from a senior leader of a company, it comes from teammates knowing their roles and addressing missed steps with each other directly. As the CEO who conducted the exercise you’re referring to, I can assure you that I did read all the responses, and we implemented many of the suggestions (e.g., revised monthly all-hands call agenda, revised all-hands meeting agendas, notification to managers on employee departures). If you feel you weren’t heard, I’m sorry for that. I appreciate the advice and can assure you we haven’t been making the changes we’ve made because we are satisfied with the status quo. We have recognized that our approach doesn’t resonate with everyone."

Former Employee - Anonymous Employee says

"Thanks for taking the time to post. I'll admit these are difficult comments to read, but we take all feedback (positive or negative) very seriously. In regards to pay, we've done benchmarking throughout the company. Your post mentions sales a few times. I can say that for both our sales and business development staff we've found our pay is at or above market in both cases. You've listed other issues in the 'con' section. I'm sorry that you did not feel comfortable sharing these while you were an employee. Our People Operations department is available to discuss issues with managers, organization, etc. In a case like this, it's much more difficult to identify the root cause without having the conversation with a current employee. The doors of the three owners are always open for conversations about how we can improve the experience for our teammates."

Former Employee - Sales Associate says

"This is a company that gives a lot of lip service to both employees and customers. Projects are always messy, inconsistent with very low success rate (always the customers fault). Post sales customer support is horrible Many people who work there are not happy"

Former Employee - Anonymous Employee says

"Company is focused solely on charging its customers as much as possible, they care nothing for partnerships with customers, and they care even less for those that work for them. Very toxic environment."

Designer (Former Employee) says

"This company quoted a couple big contracts badly and is now out of buisness. You can not work here . The may ony exist to sell parts now. Not verry interesting place to work.Not OpenNo jobs here"

Technician (Former Employee) says

"A MSP long past its prime, rapidly declining. Management is failing to hire qualified employees to replace employees that are leaving, due to various internal issues.Below average pay, high work load, Poor planning"

Employee (Former Employee) says

"When I first started at Adtech, it was fun. We had monthly birthday parties for employees whose birthday fell in that month, and every quarter we did well, they held an 'appreciation' event which really made you feel appreciated as an employee.Upper management made a really bad investment, and as a result, cancelled bonuses that year. And, it seemed, indefinitely.They will work you to absolute death and if you're lucky, maybe give you a 1-2% raise after a few years (this doesn't even meet inflation). They spent several thousand dollars on 'outside perception', aka a wall with several big screen TV's that display actual BS so it looks cool to clients, or office renovations and expansions for a 'tech center' that houses systems that also display BS. In the meantime, the employees starve.Only work here if you want to be made to feel as though you should just be grateful that you have a job.n/acuts corners, lies to clients, lies to employees, few raises, tiny raises, horrid pay, long hours"

Account Manager (Former Employee) says

"Bad decision makers! Negative company culture. Unprofessional behavior by executive management."

Line Worker (Former Employee) says

"was alright people were treated unfairly,and people bragging about there pay and people making other do there work while they sit nothing really else after thatnoneunfairly like"

Shipping & Receiving/Customer Service (Former Employee) says

"Shipping out orders.Filling out paperwork for international shipments.Hardest part was making sure all orders got sent out for that day.The best part was company picnics.good moneyworking in a hot warehouse."

Lab Technician, (Former Employee) says

"Opening & Closing the Lab, film developing. Printing of 35mm and medium format film."

Tool and Die Maker (Current Employee) says

"Es vien para empezar si no tienes experiencia es un buen lugar"

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