FutureBrand Singapore - Sinking Ship - Manager FutureBrand Employee Review

2.0
May 12, 2014
Recommend
CEO approval
Business outlook

Pros

Bright, hardworking, fun people in the creative and strategy team tackling challenging pieces of work. Interesting clients from the region. Entrepreneurial environment. Loose connection to the global London and New York offices which are doing quality work.

Cons

History of extremely high turnover (people come and ago in weeks and months) due to myopic decision making at the very top, at the local and global level. Duplicitous senior management with questionable ethics. Quite amazing and also an open industry secret, how a single leader managed to keep this facade up and simultaneously bring the place down over the course of 2010 - 2013. High burn-out rates due to the long hours and workload. No bonuses.

Explore other reviews about FutureBrand

5.0
Apr 7, 2025
Recommend
CEO approval
Business outlook

Pros

Opportunities for professional growth good

Cons

Organizational structure and communication could be improved

4.0
Jun 15, 2026
Recommend
CEO approval
Business outlook

Pros

The people are genuinely talented, collaborative, and passionate about the work they do. I had the opportunity to work with incredibly smart colleagues across multiple regions, and there was a strong sense of teamwork within many departments. I was trusted with significant responsibility, which allowed me to grow professionally and develop skills well beyond a traditional Executive Assistant role. The client portfolio is impressive, and if you’re someone who enjoys a fast-paced agency environment, you’ll gain exposure to a wide variety of projects and stakeholders.

Cons

Career growth and compensation don’t always keep pace with the level of responsibility employees take on. As with many agencies, workloads can become heavy, and priorities shift frequently, making it difficult to maintain a healthy work-life balance during busy periods. Communication and consistency between regional and global leadership could also be improved, particularly when organizational changes affect employees. Greater investment in employee development and clearer advancement paths would help retain strong talent.

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