Great team culture and WLB! - werkgeversreview Software Engineer Intern bij Marketing Management Analytics

5,0
12 jul 2025
Aanbevelen
Goedkeuring directeur
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Pluspunten

- Manager was very flexible and supportive, especially with interns who needed time to familiarize themselves with the company and its tech stack - Great WLB - Everyone on my team was very helpful and always available to help if need be

Minpunten

- Sometimes my manager would be busy with other work and I'd have no work/be stuck with a problem I couldn't solve myself, but this wasn't a big deal at all.

Ontdek andere reviews over Marketing Management Analytics

5,0
28 aug 2023
Aanbevelen
Goedkeuring directeur
Zakelijk vooruitzicht

Pluspunten

Cutting-Edge Analytic Solutions: Ipsos MMA is a leader in driving innovative analytic solutions. Being part of this company means you'll have the opportunity to work on the forefront of marketing analytics, utilizing advanced techniques to solve complex business challenges. Variety of Analytic Challenges: Ipsos MMA's focus on marketing mix modeling, pricing and promotion analytics, forecasting, and financial analysis means that you'll be exposed to a variety of challenging problems to solve. This diversity will keep your work engaging and intellectually stimulating. Collaborative Team Environment: The company values a "we" versus "me" approach, emphasizing teamwork and collaboration.

Minpunten

Fast-Paced Environment: The dynamic and fast-paced nature of the company might not be everyone's cup of tea. If you're looking for a more relaxed work atmosphere, the constant hustle might feel overwhelming.

1
1,0
8 jun 2026
Aanbevelen
Goedkeuring directeur
Zakelijk vooruitzicht

Pluspunten

The work itself is good and cutting edge.

Minpunten

Unfortunately, this company has a significant favoritism problem that directly impacts women and anyone outside of a specific social or cultural in-group. Here's what I've observed: • Women are disproportionately placed on Performance Improvement Plans (PIPs), often without clear justification or consistent standards applied across the team. • Promotions and raises are not tied to actual performance. People who deliver results consistently are passed over, while those with long personal friendships with management — some going back 25+ years — are rewarded regardless of output. • There is a clear cultural bias at play. Employees of Bengali background or those with close personal ties to management advance significantly faster, regardless of merit. • HR does not appear to address these patterns meaningfully. Complaints tend to disappear quietly.

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