Compare Kobie Marketing vs TransferWise BETASee how working at Kobie Marketing vs. TransferWise compares on a variety of workplace factors. By comparing employers on employee ratings, salaries, reviews, pros/cons, job openings and more, you'll feel one step ahead of the rest. All salaries and reviews are posted by employees working at Kobie Marketing vs. TransferWise. Learn more about each company and apply to jobs near you.
- TransferWise scored higher in 9 areas: Overall Rating, Career Opportunities, Compensation & Benefits, Work-life balance, Senior Management, Culture & Values, CEO Approval, % Recommend to a friend and Positive Business Outlook.
What Employees Say
- TransferWise had 15 more reviews than Kobie Marketing that mentioned "Great people" as a Pro.
- "Growing pains" was the most mentioned Con at Kobie Marketing.
- "Autonomous teams" was the most mentioned Con at TransferWise.
I have been working at Kobie Marketing full-time for more than a year
- Decent above average pay. - Culture: Absolute delight with office culture and work flexibility. You can switch off at 5 pm and you will still get pay raise and promotion. Foosball, Table Tennis..., Fruit Thursdays, Diversity Fridays, Massages, WFH, early release Fridays, and PTOs can be for the hour needed. New hires are assigned a non-department member as an advocate/buddy with weekly lunches or coffees. This invariably grows your internal network of friends and well-wishers beyond you team. Regular meet and greet called Kobie Connections where you get to meet long tenured colleagues and executives, and learn how their career progressed and initiatives that they took to achieve that. Free parking overlooking the Bay. Home baked cookies from colleagues and VPs. Throughout the day you can hear frequent laughter! - Professional Development: Lectures on leadership and professional development for all by the executive leadership team. Counts towards PDU. Lynda subscription. - Transparency: Almost monthly Town Hall meetings addressing company health, business outlook and areas for optimization. Black and white answers from the President Marti Beller and CEO Bram Hechtkopf even for anonymous questions and concerns raised during virtual Town Hall meetings. The President usually follows up by dropping by randomly at work space and ask for personal feedback. All Corporate level meetings are followed by an internal anonymous survey. Monthly State of the Union spotlight on a client account. Ideas are openly shared and acknowledged. Daily meetings with immediate manager, monthly with Director/VP. It is very hard to miss, to get to know where you stand and where the company is, in real-time basis. - Talent: Leaders including Executives are hands on. Can hold deep conversations on technical as well as management strategies. You get to see their big picture perspective allowing you to prioritize your focus to attention to detail. Has a healthy mix of generalists and specialists. Team members are confident and readily share know how. - Management: Micromanagement is consciously avoided. Managers build and protect you. Hierarchy works to your favor. You are also expected to provide constructive feedback on your manager. Weekly meetings with immediate manager and skip-level with executives. Since everyone knows what everyone else is doing, there are no assumptions. Clarity of what you do, what was done, and what is expected. - Technology: SAS Viya, Python/R, PowerBI, SSRS, and the usual BI/DW tech that you may find in a technology, consulting and services company. - Weekly Open Door: On dedicated days of a week, you can book an appointment with your pick of executives; President, CEO, etc. Think on the lines of asking for career guidance, management strategies, airing grievances, persistent growth blockers, etc. Provides a level playing field, irrespective of title or assumed influence.
- Growth pains: The company is growing at a break neck speed. And that has altered the existing equilibrium of departmental silos and bubbles of exceptional talent. Management responded by... integrating naturally adjacent teams and driving cross departmental cohesion. Challenge would be in maintaining the current over-communication drive that is helping greatly! - Work load: String of new project wins exceed their hiring speed. Since the emphasis is on cultural fit they deliberate. Hopefully we get more soon…the good ones!
Advice to Management
Social media content (presentation slides, short case study videos) on technologies, strategies and services that positioned you as a Loyalty Marketing leader. Identify new hires (young and... experienced) who may have their world view shaped in a formal work environment. Ease their culture shock when they get to experience the chilled, experimental and laid back culture at Kobie. It may come across as indifference and informal and get lost in translation. Need more in the lines of Kobie’s Advocate program.
I have been working at TransferWise full-time for less than a year
-You're treated like an adult & trusted to do your job without being micromanaged -Work/life balance is the best I've had and that's down to the flexibility -Your opinions and ideas matter and... they're listened to -Encouraged to get involved in things that really interest you or speak up if you believe something can be done better -You're given the opportunities to grow and take on new challenges -No two days are ever the same, you're always faced with new challenges and things to get stuck into -Brilliant offices with everything you could need (and more!) -Possibility of travelling to our other offices -SummerDays yearly all-company event -Everyone is so friendly -None of that 'I'm-a-newbie' awkwardness, you become part of the team instantly
-The autonomous environment can be frustrating at times -With so many people in the business, it's impossible to know everybody (or even half!) -As we're growing so quickly things change quickly... meaning something that's a priority today might not be tomorrow -If you don't like constant change or enjoy being kept on your toes, this is not the place for you!