Symphony Talent reviews

If you think you are going to stick it out and join ST, ignoring the red flags that you inevitably already see, think again. This is a sinking ship and it will take you down with it. Allow me to explain. If you are reading this, there is a good chance you are starting off on the wrong foot because you aren't a direct hire of Kerm's (CEO). This means you will be on the wrong faction for your career at ST. Each team has at least one of his pawns on it. The person hiring you may very well be that pawn, but be careful. You will likely become a whipping boy because of the way Kerm demands accountability from his people but does not do due diligence as to whether or not they are playing a blame game. To be fair, I don't think the experience of being on Kerm's team would be that great either. Although you could always avoid direct responsibility, the demands are still severe. A good amount of middle managers and up seem to faking it until they make it and are inexperienced leaders. This may indicate that our culture isn't enough to support healthy hiring behavior. It may also be why overworking is the norm - everyone is just trying to hold onto what they've got. Let's talk about the outlook. Better funded competitors are gaining ground rapidly and client churn is awful. You'll get yelled at if you are at all involved when this happens, so expect to have that talk somewhat often. Our go to market strategy is a decade behind the rest of the industry and driven by bean counters and box checkers, not creatives. There is also no alignment to sales, but again we are turning a blind eye here. It's also important to consider that you may fit right in. ST has the tendency to attract C grade washups who see the opportunity to 'advance their career' at the cost of all other factors. If that is you, proceed without hesitancy and you will find many others who are also faking it.

1. Company reorged this year to align to a SaaS structure, leaning heavily toward software, less to media and creative branding where their history and best performance has been. 2. Technical Account Managers which would have aligned to a SaaS structure were all let go or moved to other roles. The rest of the team was not prepared for this large a change. 3. Creative, media strategy and overall client program strategy teams were not supported. People and roles may have been eliminated or people were pushed out with overwhelming workloads. 4. Entire leadership changed over within months - look at the website. This is very telling. 5. Loss of expertise and purpose. With so many long-time, committed team members having been forced out or fired and not enough team members, it has put a huge strain on the experienced people still there. It's a sad situation.