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      CT

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      CT reviews

      4.2

      80% would recommend to a friend

      (260 total reviews)

      Joel Gross

      82% approve of CEO

      76% positive business outlook

      Ratings by demographic groups

      CT has an employee rating of 4.2 out of 5 stars, based on 260 company reviews on Glassdoor which indicates that most employees have an excellent working experience there. The CT employee rating is in line with the average (within 1 standard deviation) for employers within the Media & Communication industry (3.7 stars).

      Reviews by job title

      260 reviews
      3.0
      Jan 10, 2021

      Good place to get experience quick and stay busy

      Digital producer
      Recommend
      CEO approval
      Business Outlook

      Pros

      -Given a lot of tangible responsibility, allows you to really learn/grow quickly -Team members are knowledgeable and helpful/friendly -Freedom to do your work the way that works best for you -Every day is different, there's always a new challenge to work through and you stay very busy

      Cons

      -Pay and benefits are subpar. Not a whole lot of PTO and no policy for random life events, you just won't get paid. -Not a whole lot of room for growth once you master the position -I don't like the time-tracking software timedoctor, it doesn't instill trust and is taken more seriously than it should -No company culture really. Even pre covid, 85% of the employees are non-US, and no time is spent to help people in the company get to know each other. -Management could do more to make sure it's employees voices are being heard AND valued.

      avatar
      CT Response
      5y
      Thank you for your response! We appreciate you calling out some of the positives of working here and some of the opportunities to improve. I will note a few areas that are improving, seem to have improved since you worked with us- a) We've implemented a number of new companywide activities to hopefully encourage more team engagement from our globally distributed team. b) We've been seeing a larger growth in the size of our clients in 2020- that's always a great objective to pursue and its nice to see some payoff on our efforts there. c) Introduced bigger draw pay programs for our teams. Some things I'd flag as being areas of disagreement- a) We're continuously auditing other similar paid roles at other companies and we offer competitive starting salaries for hires with similar experience and expertise. We know our pay is on par for the people we hire. Further, we have much faster pay raises, especially when you account for draw. Almost all teams earn 10% more than their initial offer within their first year of employment. And that only accelerates with tenure! b) Coalition is what you'd make of it- the culture and the ability to contribute to company improvements is up to the individual. Its not easy as a company of our size to make every possible change suggested by team members but we do hear them and we provide you with our reasons for acting or not acting on them. Often we ask you to take the lead and help show us how your suggested improvements would play out. Best of luck on your future journey!
      2.0
      Nov 11, 2024

      great colleagues, awful leadership

      Digital producer
      Recommend
      CEO approval
      Business Outlook

      Pros

      The company does a good job of hiring people doing the work who are competent and very pleasant to work with.

      Cons

      The top leadership has been built of people who extol grind culture like it's the best thing to happen since sliced bread. There's a lot of talk about ongoing education and looking out for new training and exploration opportunities, but one of the KPI's is keeping work for clients around 90% of time use. You get docked and possibly put on a PIP for doing training. Additionally, most digital producers are loaded up with enough clients that they can barely cover all the task needs for them with the hours they have. It is possible to make more money if you take more clients and work more hours, but it's a real quality of life see-saw that does not favor existing outside work. I didn't think it was worth what little extra money came in for the extra effort, and most the people I spoke to agreed. Which meant that the Digital Producer team saw a lot of turnover. There are weekly meetings where the COO talks about sales and profit and state of the company stuff that's ultimately fully divorced from the daily experience of working there. It doesn't matter to the people working whether there was a million or a million and a half dollars in sales last month. The workload is what it is. The CEO and COO are racist and misogynist; they do try to pretend not to be, which I guess is nice. But if you read any of Joel's personal writings, it's wildly awful, particularly about reproductive health. I've spoken to team leads (sort of middle management) about their teams, and I was told explicitly by at least one person that they specifically hire for analysis teams from the global south in order to pay less, even when there have been equally qualified candidates elsewhere. And even then, I've had some friends on analysis teams that have talked about how the pay is not commensurate with their cost of living. All of this is couched under the banner of a meritocracy, but what the company leadership conveniently leaves out of that discussion is that two white guys, who hold some pretty exploitative (and/or despicable) views are the people defining what has merit in the company.

      avatar
      CT Response
      1y
      Pretty unbelievable review to be honest. Based on the tone, I'm going to have to assume this individual has some axe to grind with the company outside of what they've presented here. Some reality checks: We do not 'extol' grind culture. We do require that people show up and work a full shift, but we also require that they don't exceed that. We actively try and discourage people working excessive hours, working during time off, or working in unhealthy patterns. We accommodate flex scheduling, work from anywhere, and more to ensure people can balance life and work healthily. Most team members are only asked to have 80% of their time billed to clients- the rest we recommend putting towards personal training, team activities/engagement, and more. For team members who are consistently working within those ranges, they have nothing to be concerned about. Coalition outscores most tech companies and agencies for real DEI metrics. Our pay rates, leadership make up, team makeup, and opportunities for advancement create space for individuals to grow because we emphasize performance as a determinant rather than bias. We do hire internationally and we do adjust base pay rates for COL in the areas we hire for. That's not discriminatory, that's economics. The individual who wrote this review may have done so on an Android or Apple phone built overseas using materials produced or mined overseas, and then manufactured and shipped to the US because of those same economics. I'm guessing their clothes, furniture, apps they use, etc, all rely on similar economics. Perhaps they support the major tariffs proposed by our incoming President to ensure that the United States does not unfairly take advantage of lower costs of goods or services elsewhere? One of the great things for Coalition's international team members is that our bonus policies are not COL adjusted- everyone globally has the chance to earn the same performance bonuses and incentives which can result in significant pay increases each year. It's disappointing to see such unabashedly biased and vitriolic comments coming from someone who purportedly still works here and has for four years. That in and of itself feels illogical. We would strongly suggest resigning and seeking out a workplace that is more aligned with your points of view.
      3.0
      May 8, 2023

      My experience at CT

      Primary seo analyst
      Recommend
      CEO approval
      Business Outlook

      Pros

      Good Experience. Learned a lot.

      Cons

      Many team leaders don't deserve their positions. CT promotes employees from within which is nice but it can be wrong in many cases. I have worked with questionable team leaders and seniors, and the 2 department managers are clueless.

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