Management continues acquiring without a thoughtful or smart process to integrate newly acquired teams. The agency has grown so much that no one truly knows what another upper manager is doing. Lots of shady billing practices happening with middle management being instructed to "hide" billable hours in new business opportunities. They continue to throw money at industry publications, award shows, advertising and sponsorships to get the name out there but everyone is suffering internally. Finn has become a revolving door, more specifically for loyal employees who have been there 5+ years. And some newer hires are quickly seeing through the haze and quitting just a few months in. Expect to be working long, unthankful hours and being available even during PTO. No true growth path for most people, especially junior and mid-level employees. You'll be lucky if you are assigned to a supervisor who cares to invest time in helping you grow. A lot of your work and learning is done through your own research and figuring it out. Not many good procedures in place and I always wondered how we even managed to win some of the business we did. Maintaining that work was a different story. It didn't take long for clients to catch up on the fact that we didn't know what we were doing at times. Yes, there are some long-standing clients but they're mainly the ones that either are getting a great discount or have internal chaos and don't have the capacity to reevaluate their agency partner. There is no uniformity across different groups in the agency - terrible lack of transparency on management, salaries and even keeping consistent pay rates for new/old employees. There were "Partners" that were making $120K while the same is offered to a Director level at other agencies. Keeping people on payroll was dangled over their heads at every opportunity even though the agency received grants/SBA loans and even had some of the best months in $$ performance during COVID. "Culture" is touted at every opportunity Finn gets. But it's never practiced. Town halls would have fake opportunities for employees to pose questions. Management would skirt around the tough questions or would answer with generic answers and not follow up on the promise to provide more info/direction.
