IPG Health Reviews

-Pay is NOT competitive if you don't grab the money when you're first hired; paybands lack transparency so it can be difficult to negotiate from a position of strength unless you have a lot of industry experience. I hope that recent NY laws will change this. -Benefits are mediocre. Health insurance costs too much and covers too little. 401K only has half-match up to 6% and three-year vesting. No real perks like you get in non-healthcare agencies, eg, no gyms or memberships, no free food (unless you scrounge from client meetings) or drinks, no fun spaces. -As in rest of industry there is a focus on client billing that puts burden on people to "find" work even when it is slow. General admin and any perceived downtime is frowned upon, even though company simultaneously pushes people to take optional training and attend seminars that they will then be told cut down on their "utilization." Bottom line is that they want you to do any development activities as extra overtime, except nobody gets overtime pay. (Is this even legal when people aren't managers?!?) -Also as in rest of industry, account services has entirely taken over the company--they have more power than creative, than project management, then support . They consistently overpromise OTHER people's time and abilities regardless of the brand. There is no pushback on ridiculous client demands at all, and they will throw anyone else under the bus if they are "embarrassed" when something they promise can't be delivered. -Onboarding, process and training are minimal except in certain departmental pockets. Of course, understandable since they want you "utilized" within days. -Work/life balance often nonexistent (see account services, above). -Project managers at a loss to manage projects because they have no power and their plans are constantly being negated by client+account--there's general sense from most of them that they have just given up trying.

Poor management, like a production line/factory, people are viewed as resource instead of humans/individuals, cliquey, SLT focused on their own gains and benefits: focus on their growth instead of entire company growth, poor strategic leads, poor division of teams (bias), ego-driven, broken “culture”, women are paid less for the same roles (from junior to SLT levels), poor talent uptake: constant lack of resource which puts insane pressure on existing employees due to poor/flippant/stagnant hiring approach and constant reliance on last-minute freelancers, long hours and low pay, traditional structure and brand offering: brand strategy only gets you so far in 2022, hard to get promoted (unless you are best buds with someone in a senior role), gentlemen’s club at the top: lack of diversity, lack of care for employees, misogynistic culture (give more room in meetings for women’s voices as men dominate the floor), empty/misleading promises, high turnover rate (at least one person left the company every single week), no understanding for internal developments needed to progress as an agency (too long and lost opportunities), fragmented teams/lack of consistent teams, poor processes that encourage poor outputs, poor technological support which adds pressure when working remotely, lack of innovation and new ideas, lack of transparency of internal developments (from internal teams and global), lack of collaboration and team play, acts like a studio for clients, not a full-service agency and thinks that the McCann name is enough to encourage talent: you need more than that. And collaborate more with other agencies in the McCann Health network instead of seeing them as competition: counterintuitive approach. Working in silos has never benefitted anyone.