Quality is a by-product, not a goal. - Anonymous employee C-4 Analytics Employee Review

Mediocre compensation, laughable benefits and LONG hours. Quality is a by-product rather than a goal. This applies to hiring practices and client deliverables. Great co-workers with talent and drive leave due to negative, high-pressure environment marked by inconsistent and unrealistic expectations, repetitive work, and poor treatment at the hands of senior management. Behavior and expectations of senior management. Not communicated at their most common. Inconsistent, unrealistic, and erratic at their best. Petty, stubborn, and malicious at their worst. Lack of transparency and trust. Senior management has not been able to let go of the day-to-day and still tries to micro-manage a staff of 40+ and the company's growing list of clients while trying to generate new leads, sign new clients, plan exorbitant parties, and balance their professional and personal lives. Quality work is often rewarded with a lack of recognition, an increase in responsibilities and tasks (this includes fixing the mistakes of others), and hyper-criticism for the smallest mistake. Mistakes are not treated as learning opportunities. They are usually swept under the rug and ignored so they are often repeated. Employees and teams are not held to the same standard. Some are clear favorites who can get away with everything. Others are always on the hot seat. Severe lack of protocol in employee training, review processes, and client and project/task management. Service departments (creative, editorial, paid search, and social media) are perpetually understaffed because the company has repeatedly failed to scale. This results in unbearable workloads and long hours for the teams and employees who are dedicated to bringing their best every day and an environment where employees no longer care because there’s no incentive to. High turnover rate has created a vacuum at the middle-management level. Promotions and title changes are rarely earned. They are often the result of a more experienced employee leaving or the whims of senior management. Unprofessional environment where jokes regularly cross the line into inappropriate and harassment. Inability to properly respond to issues. The preferred approach is to put a bandaid on a gaping wound and wait for the “negative people” to leave. Attitude when experienced employees leave (some who have left without a new job lined up). Exits are typically ignored. One common response: It’s not us, it’s them. Another common response: They were holding us back so NOW we can do what we’ve been talking about for months. Once in a rare while, exits have inspired a cursory glance into the mirror where senior management asks the team, “What can we do to make a better work environment?” Don't be fooled. This attitude and any changes only last a few weeks. Provided equipment and project/task management tools are not up to par. Vast majority of client are in the same vertical so get ready for repetition, repetition, repetition. Senior management solicits positive employee reviews.