Flywheel Digital reviews

- Senior management/director levels get most of the credit for the work being done when in reality, it's the mid and junior level employees doing the hard day-to-day work. Bonuses are only given to directors and above. - Poor transparency and contradiction from senior leadership...it's obvious that company direction is coming from Omnicom as opposed to the leaders who have been with Flywheel since the start. - Lack of pay transparency. Employees in the same role, performing at the same level may be receiving drastically different salaries. After over a year of talks about publishing pay bands, they were never published. - Good employees are overworked. Due to poor employee retention, the good employees are forced into way more work than they have capacity for. This has led to burnout and ultimately, more and more "good" employees leaving.

- Culture is absolutely terrible since the Omnicom acquisition. Years ago (before Omnicom) Flywheel’s Glassdoor rating was >4.0 - The majority of people only look out for themselves or are extremely overloaded and very few people deliver their work consistently. - New Omnicom colleagues (referring to mostly legacy Omnicom ad agencies) are selfish and cut-throat, as that’s how they were taught to survive in the advertising agency world. This is very counter to the admirable start-up culture that Flywheel used to have pre-2023. - Salary is competitive, but don’t expect any equity/options. Cash bonus only and bonuses have been paying out at less than half the bonus potential for the last 3 years - Expect rounds of layoffs or “re-orgs” every other quarter. You get used to colleagues just disappearing and only finding out when you go to message them and see that their their messaging accounts are deactivated - Leadership keeps coming up with new ideas to improve, but they don’t truly source these ideas from the org. The ideas always require incremental work to implement and they never drive simplification initiatives to decide what we will stop doing. - Everyone is held accountable for X number of clients as part of their work/performance plan, but each person is assigned to X+Y client teams, so there is no motivation or accountability to deliver for the other Y clients. - Employee turnover is bad, and accelerating at a rapid pace. Flywheel leadership cares about improving turnover, but Omnicom executives do not care and they are the ultimate decision makers. Many decisions are handed down from “Omnicom Leadership” that Flywheel Leadership has no control over. - A lot of shiny new tools that don’t work, but sound great in a presentation - Omnicom is a meeting-driven culture, Flywheel historically is not (at least not nearly to the degree Omnicom is). Most Omnicom employees have low client loads while Flywheel employees have relatively much higher client loads. This has created a massive imbalance of availability, forcing many Flywheelers to attend more internal meetings than time they have to or do work for or meet with clients. This can be avoided if you are assigned to a Flywheel only client and don’t have to partner with legacy Omnicom agencies.