Epsilon – Dublin
include gathering information for SOW’s, conducting research, offering front line account support as well as helping to write project briefs and put… Epsilon
Epsilon – Lafayette, CO
· Oversee/lead cross-functional builds assisting Client, Client Services, and Technology leads. · Client consultation… Epsilon
Epsilon – Southfield, MI
· Creative AND Brand Ambassador! Candidate is the voice of the client and our creative team, responsible for customer and client facing copy on… Epsilon
Epsilon – San Diego, CA
To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are… Epsilon
Epsilon – Southfield, MI
(Portal): DM Builder: • Maintain DM Builder Inventory Document • Review and manage the image library to ensurewe have a variety of models… Epsilon
Epsilon – Nashville, TN - HM
• Takes proactive ownership of client work and manages work autonomously • Facilitates communication between client and agency team • Manages… Epsilon
Epsilon – Irving, TX
include resource development, new business development, and solution architecture decisions. Must possess excellent verbal and written communications… Epsilon
Epsilon – West Chicago, IL
• Drive mobile engagement for our clients by developing strategic mobile… Epsilon
Epsilon – Schaumburg, IL
• Support Campaign testing, Report testing, System Integration Testing (SIT), User Acceptance Testing (UAT), and associated activities such as test… Epsilon
1 person found this helpful
- Comp & Benefits
- Work/Life Balance
- Senior Management
- Culture & Values
- Career Opportunities
I have been working at Epsilon full-timePros
1) Many of your fellow TACs and more experienced team members will be very, very willing to help, which boosts personal growth where training does not.
Result: Tighter-knit TAC-teams, a helpful culture, and increased efficiency. Nice!
2) Management is generally more receptive to new ideas than your standard American office. The innovation isn't anything to write home about, but folks will hear you out, and change does happen with systems, albeit agonizingly slowly. I find that generally, you will have to bother your superiors for about one month per hour that the task will take.
Result: Better morale. This is to be taken with a grain of salt, but being heard is, in and of itself, a positive experience.
3) Reasonably okay educational resources.
Okay, they're mediocre online classes.
Okay, they're not particularly useful at all. Management will advise you to learn new things from YouTube.
Result: I don't know I just wanted 3 Pros and 3 Cons gosh.
<Everything else is pretty okay (i.e. compensation, benefits, etc.) and keeps this whole shebang at neutral.>Cons
1) The job has become increasingly vertical-specific (divided by the type of client), making inter-vertical help difficult. Many will presume this to be a necessary evil rather than innovate, and the few who will push for efficiency are often shushed by corporate culture who just wants the wheels to keep on turning without falling off. This is an issue of internal culture with a major lack of willingness to innovate.
Result: The TAC-role is unnecessarily difficult, especially when seeking out other verticals.
2) To Sales, you are a button-pusher who is not worthy of their time when you actually fill quite an important role. No matter how much utility you generate for them, the company, and those around you, they will half-secretly hope that Epsilon automates your role out of existence.
Result: The average TAC thus sees unnecessary difficulty spikes, poor communication, and a set of sales folks who do not care about them, which I'm sure eventually makes things more difficult for Sales in some manner, too. This is both demoralizing and inefficient. Sales culture must cease to see themselves as higher if TAC teams are to work with them effectively.
3) While the educational tools available to any given associates are solid, introductory, role-specific education is abysmal, in part due to the fact that the nature of the job is so highly vertical specific, and the systems are taught at a vertical-agnostic level. When one complains, people will just default to talking about how they had to learn their job with no training whatsoever. That is the wrong way to think about education. Again, the local culture is problematic, but possibly improving.
<Everything else is pretty okay (i.e. compensation, benefits, etc.) and keeps this whole shebang at neutral.>Advice to ManagementAdvice
Modern companies will eat your lunch if you don't update both your systems and your ways of thinking about office-culture. I'm not talking expensive Google-esque perks. I'm a willingness to apply innovation and perhaps a more holistic view of company structure that lets all your people feel as if they're treated like people.
It's a post-Dilbert world, now. Time to catch up.RecommendsNeutral OutlookNo opinion of CEO