What is the hiring process like at Nielsen?

Convenient office location in Singapore

Poor recruitment process and hires non talents

In terms of work life balance, the company is good. No targets, no workload and peaceful environment.

Recently they have started hiring Indians for higher management and Indians are good at micro managing. Indians thinking of their self as CEO of the company. The growth is very slowly. The highest salary increment was only 7%. Company is only good for 2-3 years of employment maximum. Would recommend not to stay for long term.

What I loved about Nielsen is completely gone.

Nielsen thought it could ride on it's name for forever, dragging their feet on modernizing, on seeing the bigger picture. Too many silo'd paths, too much back and forth. Massive debt building and building. Then they had to sell themselves to one of the evilest debt gobbling take over companies out there, and now the European and America labor force, by and large, gone. Mass culling. Reduced severance where you're barely getting any severance at all. You really can't even do us a solid with the severance you gave others? It's a crap market for job hunting and you've knee capped us even harder. It's a terrible way to treat other human beings who made you millions in your personal coffers. Nielsen dragged out their end for a year and a half, round after round of layoffs and then forcing us to work harder with so much less while we all tried to get other jobs in an awful hiring market. No raises. No promotions. Nothing. And now suddenly, blam, you're out. Just like that. Nielsen is taking advantage of cheaper markets in Poland, India, Mexico, exploiting that labor and trashing American and seriously cutting back on severance and healthcare access. Monstrous behavior.

Internal hiring is a good thing

Sometimes biased towards some employees.

The sports business has great clients and the work is very engaging. The consultancy business has managed to retain a great roster of clients and project due to the dedication of a few very good employees.

Leadership does not fundamentally understand how to run the business. Nielsen Sports has gone from the industry leaders in sports valuation and consulting to one of the worst. They have outsourced all their talent, have not rehired for key positions and while prioritising new processes over the people that kept the business running well. They have regressed on most of their services and are by far behind the market now.

Interview was schedule and i have give the interview and got selected.In the end they said they can't match the expected,which they agreed in the first place.I called them and said i can manage will less than that also, but then they said position is filled.They treated me as a backup candidate and make me wait for 2 week.Waste of time for me,Do not join this org.

cons is the interview process is waste of time

Earlier there was good work life balance as well as learning curve

Currently the new management has taken over and enforcing start up culture and the new hires as well as managers lack domain knowledge as well basic competence . The new management removed old experienced people who did not align with their strategies

decent benefits - OOO, health, insurance, HSA

terrible leadership - company going down the drain. hiring in cheap talent to replace employees who have worked here for years. no regard for employees as people, merely $$$ in their eyes - AVOID.

Good Learning experience in the audience measurement industry

- Depends on the team. The new product leader believes in a hire-and-fire culture. - No empathy and professional behavior. VP level person try too much micromanaging of late in certain teams.

• Decent work-life balance. • Some teams still have passionate individuals trying to make the best of a bad situation. • Brand recognition looks good on a resume (for now).

• Lack of basic work accommodations – Engineers often don’t have access to the tools or resources needed to do their jobs effectively. • Leadership is disconnected – High-level decisions are made without understanding ground-level challenges, causing misalignment and confusion. • Very low compensation – Pay is significantly below market, with minimal raises or incentives. • Aggressive offshoring to India – The shift is creating chaos: • No support during U.S. working hours (EST). • Talent is hired for budget, not skill, leading to a widening skill gap. • Communication and cultural gaps are slowing down progress. • No real investment in engineering excellence – The focus is on short-term cost savings rather than long-term technical quality or team health. • Low morale and high turnover – Teams are frustrated and overworked, and there’s no clear plan to fix it.