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      Edelman

      Engaged Employer

      Edelman reviews

      3.4

      60% would recommend to a friend

      (3,502 total reviews)
      avatar

      Richard W. Edelman

      57% approve of CEO

      41% positive business outlook

      Ratings by category

      3.4

      Culture & values

      3.4

      Diversity & inclusion

      3.4

      Career opportunities

      3.1

      Compensation and benefits

      3.0

      Work/Life balance

      2.9

      Senior management

      Edelman has an employee rating of 3.4 out of 5 stars, based on 3,502 company reviews on Glassdoor which indicates that most employees have a good working experience there. The Edelman employee rating is in line with the average (within 1 standard deviation) for employers within the Media & Communication industry (3.5 stars).

      Ratings by demographic groups

      Reviews by job title

      4K reviews
      1.0
      Mar 15, 2018

      Put it out of its misery (Portland office, probably Seattle too)

      Anonymous employee
      Recommend
      CEO approval
      Business Outlook

      Pros

      There are maybe a handful of smart, very junior folks who don’t yet suffer from Stockholm Syndrome. People are generally “nice” enough.

      Cons

      The Edelman Portland office is a cesspool of manipulative, unintelligent, self-congratulating PR amateurs living in a bubble that we’re making a difference or that anyone cares. Arguably worse than Portland is the Seattle office who, larger in size and ego also does arguably inconsequential work, but at least have figured out how to make snazzy video cases studies of absolutely no content or value. Between the two offices, or region, as we like to call it, leadership is stuffy, old, self-inflated, loves to hear themselves talk - and even more so loves to pat each other and themselves on the back. Hey, even you “young, tragically hip, cool” leaders? I’m talking to you too. The overused “all flash no cash” and “fake it til you make it” sayings were invented specifically for the PNW region.

      avatar
      Edelman Response
      8y
      While I appreciate you taking the time to share your feedback and there are definitely nuggets of information here we can use to better ourselves, I would be remiss if I didn’t also say “yikes!” It may not come as a surprise and perhaps you can chalk my response up to Stockholm Syndrome too, but I have to respectfully disagree with some of what you’ve put forward. After all, our people are our product, so being smart, creative and resilient come with the territory. Be them old and stuffy or young and tragically hip (your words, not mine), I’ve never been prouder of the leaders making up the Pacific Northwest. At the same time, you’re absolutely right that there are areas we need to improve. I like to think everyone does and we’re no exception. In fact, we recently shared the results of our employee engagement survey and we’ve got teams working on action plans as we speak. At risk of adding more self-congratulation fuel to your fire, I’m really excited for the future and am proud of the passion our employees carry as they take us there. Maria O’Keeffe, Executive Director, US HR
      3.0
      Oct 23, 2017

      Company gives clients good advice, but can't follow its own advice in managing employees

      Anonymous employee
      Recommend
      CEO approval
      Business Outlook

      Pros

      - name brand clients - quick learning - stretch opportunities

      Cons

      - Expectations for roles and therefore promotions are unclear. The amount of work and level of commitment varies by group. Even within a group, expectations are still unclear and uneven. - The company celebrates women in leadership, but it actually missed a goal it set for itself originally. 42 percent of women in leadership isn't impressive when the company is built on the backs of an employee base that's 72% female. You don't have a pipeline problem, you have a desertion problem. - The maternity leave policy improved, but is still largely considered a disability.

      avatar
      Edelman Response
      8y
      "Thank you for taking the time to share your feedback. Many of your observations are astute and I'm not going to spin the fact that there are currently areas of improvement in the employee experience. While I'd argue that these challenges exist almost everywhere and we're in the advantageous position to have HR and leadership teams that genuinely care about these topics, your comments won't be overlooked. Career pathing, diversity & inclusion, learning & development and performance management have been major global priorities for some time and we've made a number of improvements, but we're also focusing on putting more rigor around then this year - I only wish you were still here to help our efforts! If you have any specific ideas, I'd love to hear them. I do want to address one point and that's our efforts to increase female representation in leadership. In five years, we increased the proportion of our senior most female leaders by 27%, which I consider a huge accomplishment. We didn't meet our 50% goal, you're right on that, but it's humbling and motivating for the future. I'm happy to be a part of this important and continued movement. Maria O'Keeffe, Executive Director, US HR"
      1.0
      Jul 12, 2017

      Managing Director

      Anonymous employee
      Recommend
      CEO approval
      Business Outlook

      Pros

      Very solid digital practice. Good training ground for junior staff.

      Cons

      Offices operate as silos due to an antiquated geographic P&L structure. Client work is often mis-staffed so that offices may hoard revenue as opposed to best serve their clients. Fiefdoms and poor behavior by their ring leaders are tolerated, including by the highest levels of leadership. Internal politics negatively affect the work environment on a daily basis. Few women exist in senior leadership positions; it's a boy's club, plain and simple.

      Viewing 58 - 60 of 3,502 Reviews
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