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      Teads

      Engaged Employer

      Teads reviews

      3.7

      74% would recommend to a friend

      (689 total reviews)

      David Kostman

      50% approve of CEO

      43% positive business outlook

      Ratings by category

      4.2

      Work/Life balance

      3.9

      Diversity & inclusion

      3.8

      Culture & values

      3.4

      Compensation and benefits

      3.4

      Career opportunities

      3.2

      Senior management

      Teads has an employee rating of 3.7 out of 5 stars, based on 689 company reviews on Glassdoor which indicates that most employees have a good working experience there. The Teads employee rating is in line with the average (within 1 standard deviation) for employers within the Media & Communication industry (3.7 stars).

      Ratings by demographic groups

      Reviews by job title

      689 reviews
      2.0
      Jun 2, 2023

      Sinking ship with little signs of recovery

      Account executive
      Recommend
      CEO approval
      Business Outlook

      Pros

      Current WFH policy. Both HR + management have encouraged employees to embrace the hybrid model, which asks for 2 days in office. Free lunch every week or two, which helps given how expensive it is to buy lunch in Manhattan. Digital nomad policy, which allows anyone to work from anywhere for 3 full weeks per year. We also got an extra three vacation days in 2023. Generally speaking, the workload isn’t too bad. It’s also much easier to generate meetings/revenue at Outbrain than other tech companies.

      Cons

      Layoffs. Since last summer, there’ve been layoffs three separate times at Outbrain, most recently when it laid off 10% of employees earlier this week. Every time, employees have been assured, “this won’t happen again,” only for it to happen. Fool me once, shame on you… Management’s response to recent layoffs. The morning after the latest layoffs, the company had an unexpected town hall meeting to discuss what’d happened. Before speaking with employees, the co-CEO was smiling, hugging/high fiving workers as if the company hadn’t just let go of 10% of the company. When asked about the reasoning behind the layoffs and the company’s direction, instead of acting human and showing empathy, he gave vague, unhelpful responses and didn’t seem to be saddened by the news. In that moment, he spoke to his employees as if he were being interviewed by a journalist, when he should’ve shown more vulnerability and transparency. Remote policy. Given how lax management has been with the WFH policy (very few people actually come in 2x / week to NYC office), there’s been rumors of them making us come in more now, which won’t help with morale this summer. Morale. Outside of some members of management who’ve been here for 5-15 years and only interact with themselves, there’s no positive company culture at Outbrain. If you’re not a part of the leadership “clique,” employees bascially come in, sit at their desk (where many also eat their lunch) all day until they leave. At the end of the day, a job is just a job, but it’s hard to be proud to work at Outbrain when there’s clearly a divide between the younger, less-tenured Outbrainers and the vets. When younger Outbrains walk by some of the longer-tenured employees, they’ll point their head down and walk right by us as if we don’t exist. Reduced benefits. While we do have the digital nomad policy + added vacation days, we lost our gym/fitness stipend earlier this year. There’s also no Annual Salary Review this year.

      avatar
      Teads Response
      3y
      Thank you for taking the time to share your thoughts; we always welcome feedback. We are sorry you feel this way about the Town Hall meeting. We aimed to communicate this in the best way possible, both for those directly and indirectly affected. We always collect feedback from Town Hall meetings and this time, despite the difficult circumstances, we also received positive feedback about how the process was communicated and managed. Regarding your comments on a lack of cohesion between tenured management and less tenured Outbrainers - again, we are sorry you feel this way - it is not the experience we are aiming to deliver. Our founders Ori and Yaron built Outbrain's foundations to ensure that our people, our community, and our relationships remain at the fabric of our DNA. One of the actions we are taking to build relations is the move from 2 to 3 days a week in the office. Whilst we know changes are difficult, we believe we need to invest more in our social fabric and more face to face experiences. Many Outbrainers joined us during Covid when we were fully remote, and feedback like this along with our internal data demonstrates there is a gap between social connections and employee experiences that many new joiners have had versus those who joined us prior to March 2020. There are many more steps management is taking to ensure we continue to build a great company to work for, and it's important that we listen to feedback such as this - so thank you once again.
      1.0
      Feb 2, 2021

      Client Services Beware

      Account manager
      Recommend
      CEO approval
      Business Outlook

      Pros

      - Teads provides free health insurance

      Cons

      - Leadership does not care about the Account Management/Media Strategy teams. If you try to make any strategic recommendations, you are steamrolled by sales leadership - your insight means nothing. - Complete lack of training on all processes and tools. There is no formal training process. - Speaking of tools, for an ad tech company the tools are glitchy and hinder you from doing your job successfully. - Work life balance is awful. I worked 70-75 hour weeks typically. - No career growth. - Complete lack of diversity and is definitely a boys club. Leadership is exclusively white. I did not feel comfortable celebrating my heritage at Teads.

      avatar
      Teads Response
      5y
      Thank you for your candid feedback and for your contribution while you were with us. We take all topics mentioned seriously and are constantly looking for ways to improve. The experience of every employee is of utmost importance to us, regardless of business unit. Within the revenue organization, this is best exemplified through our POD structure, where teams collaborate, coordinate and are incentivized to work together to achieve key business results. We take immense pride in our technology and our resources and are constantly innovating to meet the needs of our partners and our employees. As the COVID-19 pandemic took hold of our way of working, various teams banded together to provide new platforms for employees to ensure that they could quickly and easily access training, knowledge and resources. This included but is not limited to: -An internal Knowledge Base, housing all critical business information around our products, as well as how to operate our technology. -A training platform, which is filled with courses on our solutions through video and slide recordings. These courses are complemented by a quiz to ensure the information is retained. -A collateral hub that allows easy access to all our client facing documentation. This year, we will further advance our new hire onboarding by restructuring and streamlining our approach to instill confidence in our employees quickly and effectively. We take work/life balance seriously and there is no expectation that our employees are to work outside of business hours. Our commitment to this is clear through our unlimited vacation policy and as of 2020, mandatory mental health days. We have built our business on employee career growth, as best exemplified during the recent annual review cycle when 36 of our North American employees were promoted. In addition to looking for ways to advance our team members within their own department, we are very flexible to meet the employee where they want to go, even if that is in an entirely different business unit. Our North American leadership team, which is composed of 50% males and 50% females, including multiple members who are in the racial and/or sexual identity minority, work in sync to ensure we are opening paths for our most dedicated performers. Our Human Resources department remains at your disposal should you have any additional feedback that will help us continue our growth. Ines Quesada Chief People Officer
      5.0
      Feb 6, 2019

      The Only Place I've Ever Been Sad to Leave

      Business analyst
      Recommend
      CEO approval
      Business Outlook

      Pros

      -The people, the biggest pro by far and impossible to exaggerate the value of. Even as Outbrain has grown to be a larger midsized company, they've remained very good at hiring people that share their values and empowering them. I did not meet anyone while I worked there who was not kind, sharp, and willing to give you the benefit of the doubt when things went wrong. -Great exposure to several facets of the advertising, content, and tech industries. -Excellent opportunity to sharpen your skills and develop new ones. -Can't emphasize enough how good the people are

      Cons

      -Outbrain does not underpay, not by any means, but I think they stays squarely at the competitive average. -Because they go after very capable people, and partly because they aren't at the top end of the industry pay scale, there's a not insignificant amount of turnover. While there are a lot of people who've been there several years, including some who have been there 8 or more, it did feel like a lot of good people were leaving just as you got to know them. -Reorgs are very common and it can get a bit confusing who reports to who/who is aligned with who.

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      Glassdoor has 931 Teads reviews submitted anonymously by Teads employees. Read employee reviews and ratings on Glassdoor to decide if Teads is right for you.