While MediaMath does a good job hiring talent, they don't help themselves at all on retention. It only takes about 12 months for solid performers to see what's it's like and either resign themselves to staying in their role long enough to avoid questions in future job interviews, or start looking immediately for their next step.
Leadership here is quite poor. Over a two year period, the company completely switched departmental priorities multiple times based on the latest "opportunity" in the market without adhering to a long term vision and without properly resourcing against current commitments. This is a culture of "no" internally, but "yes" to everything under the sun externally. This is the place to work if you're willing to sit at your desk and do a limited role, and aren't easily bothered by meetings and inefficiency. If you have suggestions on how to improve processes, expect to fight hard and get nowhere.
On culture, it's only as deep as your manager. In the Cambridge office, the engineering team lacks leadership of any kind, and the attrition over the last 12 months is evidence of that. The engineering lead for the last two years is openly disrespectful of his own team and his product peers, and has loudly yelled at and berated others in the office with no repercussions. Amazingly, he's still employed though no one on our engineering team can explain what he does.
If you're hurting for a job, sure, jump on board here until you find your next step. Otherwise, keep looking. C-level leaders are much more focused on getting acquired for a price that begins with a 'b' than making a quality product and aligning resources to serve market needs (reportedly turned down an acquisition offer for $900M).
