Publicis Sapient reviews

I'm not angry or jaded, I just wouldn't work for them again. Not just from my experience, dozens of people I spoke with all felt like we were disparate, floating silos with no actual connection. In fairness, maybe things are different now that publicis.sapient seems to be the final resting place of the amalgam of Razorfish, Sapient and others. Maybe the sense that you're never told the truth no longer exists. Maybe when you do speak with parts of leadership you no longer get the sense that you're just another meeting on their calendar. I can't speak to what this new company is except that they're ultimately owned by bankers in France who have shareholders. At the merger of Sapient and Razorfish, Sapient leadership touted their strength by pointing to their stability at the top, with many being with Sapient for 15+ years--long-timers. It was a relief to think stability at the top would help solve many of the issues we had as we moved toward building this new company. It was my experience that the measure of Sapient's leadership longevity was, perhaps, actually the measure of how well that group was able to insulate themselves --or, perhaps better stated-- how well they were able to best serve Puclicis. My belief, and I certainly could be wrong, is that P.S will ultimately become a company of mostly directors off-shoring as much of the work to India as possible. Small, lean, director-level US teams curating work from afar. There will certainly be exceptions but this is what it looked like to me when I left, late 2018: off-shore everything but the kitchen sink.

Compensation: You will probably have a more competitive offer salary-wise. What you were offered by other companies is probably what you’ll get come time for your first promotion (~1.5 years, hopefully). It’s not uncommon for an entry level employee here to be paying over 50% of their take-home pay on housing, with the remainder going to student loans, food and other living expenses, with basically nothing left over to save for emergencies. You’ll hear people tell you in college to allocate your money as 30% housing, 20% savings, and 50% necessities. That just doesn’t happen here. On-boarding: after the first orientation week, varies by office. No uniformity. PTO: let’s be real. You’re an entry level employee, you can’t afford exciting/long vacations. So you may realize that you’d rather the extra salary at this point in your life. Tech policy: you won’t get the best equipment, probably something 3-4 years old with damage. During training, new hires couldn’t keep up with instructions because of slow computers. Even when given newer laptops, you’ll still see new hires bringing in personal ones so they can actually be productive. Longer term employees complain they can’t get new ones unless they genuinely do not power on, being “super slow” doesn’t cut it. Interview day: in the interview process, you’ll have to go to your office of choice for a day of interviews. Travel to that office is NOT REIMBURSED. If you have to fly and stay in a hotel, that’s on you. This policy shuts out candidates who can’t afford the travel. If you’re looking at an office near where you go to school, obviously this won’t be a problem.