Basis Technologies reviews about "upper management"

Executives laid off 30 people back in December due to budget cuts. Many long-term employees (5+ years) have also left within the first few months of 2016. No real understanding from upper management about why the need for more headcount is so dire. Almost every level in POD structure, except for sales is understaffed, leading to unbalanced work hours. It is not out of the ordinary for some to leave for the day before 3pm while the rest of their team continues to work on their business well past 6 or 7pm. Sales team does the least amount of work and demands the most out of their teams. There is a lack of understanding on digital media and Centro process on some teams, mainly from the Sales end. Strategy is dictated by client most of the time, with minimal push back from sales due to fear of stepping on toes or losing business. Handling hundreds of clients while trying to provide so-called "raving fan service" is difficult because there is not enough time. Client demands need to be handled better. The level of service should not be the same for a large and small account. Lack of vision in what the company is and what it wants to become, either a tech company or managed services

There are some silos here. Growth is only for the hungry. If you don't push really hard or have a sponsor, it can be difficult to climb the ladder. Fraternization is also a concern in regards to upper management and special treatment. That may have changed, but it USED to be an issue.

Leadership and upper management is overbearing and oversteps boundaries

Things move REALLY fast in the industry - you have to be okay with that and willing to go with the flow.

Centro makes digital media less fragmented for their clients. With that said, it's a lot of high volume, churn and burn, workload. It surely is a hustle, but a fun one nonetheless. Centro's technology makes it easier to turn around workload faster, but it is still high volume and somewhat inherently stressful job. Upper management does a good job of ensuring employees are happy.

-The pay. I believe it was once said at an all-hands that they didn't believe in merit increases because you should always be going above and beyond. Going above and beyond is doing your job, and therefore if you're doing your job, you shouldn't expect a merit increase. -The bonus structure changed almost yearly, never to the benefit of anyone who wasn't upper management. Your bonus was never a direct reflection of your work, either. -There were a lot of people who were promoted simply b/c they'd been there for a long time. Promotions should not be based on tenure. -Managers never trained new hires, instead it was put on over-worked teammates. The overworked teammates didn't have time for it, so a lot of people were't properly trained, which then led to frustration from everyone. -Ad-ops is extremely overworked and under-valued. -Although they say they've got your back, upper management never does. -Everyone is afraid to say "no" to clients. There is no reason why a client with a budget of $5,000 should be getting the same service as million dollar client. I don't care how much more money that $5,000 client might have, support me when I say I can't provide them with the same service as someone who is running a much larger campaign. -There was no head of HR for at least a year and a half, so if you have a problem, you had no idea who to go to. -Work/Life balance is non-existent for ad-ops. -You will give so much to this company and get very little in return.