Beacon Digital Reviews

Thank you for taking the time to share your feedback about your experience at our company. I appreciate your perspective, and I value the opportunity to address your concerns. We strive to create an environment that encourages open dialogue and constructive feedback. I regret that you feel there is friction between some teams within the company. I recognize the importance of fostering collaboration and addressing any issues that may arise. Whenever issues are brought to our attention, we actively work to resolve them in order to ensure that workplace dialogue and communication is constructive and supportive. Regarding titles and compensation, I understand that these are important considerations for our employees. We regularly evaluate our compensation structures and strive to provide fair and competitive packages. Two sources we consult regularly are Agency Management Institute salary guides as well as HubSearch. While financial constraints may limit our ability to provide raises at times, we are committed to recognizing and rewarding employees for their contributions and achievements. That experience may differ based on the specific background or situation of individual employees, but we have quarterly and annual reviews with every employee to assess needs. Client onboarding and management are areas where we continuously seek improvement. We appreciate your feedback. Your insights are valuable in helping us refine our practices and deliver better outcomes for both our teams and clients. I have not observed the finger-pointing that is referenced, but will bring this to our leadership team to discuss and try to understand the issue you are referring to in more depth. We understand your concerns about turnover and micro-management. We are committed to creating a positive work environment that fosters employee growth and autonomy. We strive to strike a balance between providing guidance and allowing our employees the freedom to excel in their roles. When it comes to time tracking, this is the one piece of data that we need from employees in order to understand critical metrics about our business -- employee utilization, service profitability, and client profitability. Without employees accurately tracking time, we have none of the data that helps us make decisions about our agency. If it feels like micro-management, it shouldn't. This is a standard practice in most agencies, and some go much further than we do, and even require time tracking in order to get paid. Regarding benefits expenses and 401K match, we regularly review our benefits package to ensure it meets the needs of our employees while considering the financial viability of the company. While we may not always be able to offer certain benefits, we aim to provide competitive options that align with industry standards. We do hope to offer a 401K match in the future as well as increase our employer contribution to healthcare expenses. Thank you for sharing your thoughts and concerns. We appreciate your dedication and contributions during your time with us. If you have any further feedback or suggestions, I encourage you to reach out to our HR team. Your insights are essential in our ongoing efforts to improve and create a positive work environment for our employees. And, I can assure you, I very much do listen to any and all feedback to find areas for improvement. With much gratitude and wishing you ongoing success, Whitney

Thank you for sharing your feedback about your experience at Beacon Digital. We appreciate your positive comments about our friendly team, fully remote work environment, and flexible hours. We understand and value your concerns regarding revenue projections and the impact they had on layoffs. We are actively working to improve our forecasting accuracy to minimize any adverse effects on our employees, and although some aspects of broader economic issues are outside the realm of our control, I do acknowledge full responsibility budgeting decisions. Like many technology companies we serve over the last 8 or so months, we have had to respond to changes in the market demand for our services. We waited as long as we could, keeping people on staff until it was no longer possible to wait out a return to prior market levels — knowing how devastating it is to lose colleagues, it was an absolute last resort. We acknowledge the importance of valuing tenured employees and are committed to fostering their growth within the company. However, when we make decisions about who is impacted during a reduction in force, we have to take into account the utilization of employees, the demand and profitability of specific services, and critical employees that minimize disruption to client engagements. Sometimes that leads to really tough choices, that no one wants to make, but they are critical to the health of the business. It may not seem fair to keep a new employee vs. someone who has been on the team longer, and those are not easy choices but we made the best choices we could for the company. When it comes to expectations and timelines on projects, our whole team has a voice when it comes to accepting projects that we are asked to take on, but once we do commit to something, we do everything possible to stick to what we promise our clients. Of course, not every single person may be involved in the decisions to accept a particular piece of work, that probably would not be possible or desirable, so I appreciate your perspective and it’s feedback we will take into consideration and discuss to see if there are ways we can improve in this area. As far as onboarding employees, we do have a lengthy process in onboarding various members of the team, and specifically members of our accounts team. It’s a combination of project management training on specific tools as well as on specific processes and policies, industry-specific training, and training on specific digital marketing techniques. Of course, a good deal of training is on the job, and giving new employees some grace is welcome as they find their footing. From what I observe, our team has been very supporting and helpful to all new employees. At this current moment, our entire account team is composed of very impressive, capable and truly dedicated leaders, and I don’t have any concerns about their level of training or their level of expertise in providing the best services to our clients. We appreciate your feedback on compensation and promotions. We continuously review our compensation structures to ensure they remain competitive within the industry. Specifically, we review compensation reports and data regularly from HubSearch and Agency Management Institute to ensure our salaries are in line with industry standards for agencies. Of course, at any time, if employees feel there is a better opportunity within another agency or any company — that better matches their compensation goals — there is nothing that prevents them from taking those opportunities. We also take your advice on reallocating resources seriously and are exploring ways to optimize expenses to prioritize employee compensation and growth opportunities. While I certainly understand the concern about paying for an office when most of our employees are remote (fair question), it’s actually a revenue generator for us, as we’ve turned that into a co-working space that is rented out to local freelancers, and regional corporations looking for retreat space. Thank you for taking the time to provide your valuable input. We appreciate your dedication and contributions to Beacon Digital. If you have any further suggestions or concerns, please feel free to reach out to us. Your feedback helps us create a better work environment for everyone. And, most importantly, I sincerely regret any hardship the situation has caused. I wish you every success in the future, and if there is anything I can do to personally support you in finding your next position, I am more than happy to make introductions to those in my network. With gratitude, Whitney