This is the review I left on indeed, I’m waiting to see if indeed approves it or not:
Before accepting a position in the Digital Marketing department, I strongly encourage candidates to ask detailed questions about workload, leadership structure, decision-making authority, and how receptive the department truly is to change.
My experience was that the role differed significantly from what was presented during the hiring process. Candidates are told the department wants fresh ideas, innovation, and new perspectives, but I found the culture to be highly resistant to change. Suggestions for improving processes, communication, workflow efficiency, team morale, or overall workplace culture were often dismissed or met with resistance. Rather than embracing new ideas, the department seemed committed to maintaining the status quo regardless of whether existing processes were effective.
The workload was extensive and often unreasonable. Responsibilities included managing hundreds of social media accounts, conducting audits across more than 100 locations, producing numerous newsletters each month, responding to online reputation concerns, and coordinating with multiple levels of management to complete routine tasks. Much of the job involved chasing approvals and waiting on responses from others in order to meet deadlines.
One of the most frustrating aspects was the lack of support. Employees are encouraged to bring concerns to HR, but when operational or department-specific issues arise, the guidance is often to work through management. Unfortunately, I found that management frequently lacked the knowledge, resources, or authority to provide meaningful solutions to marketing-related challenges. This created a cycle where employees were told to seek help, only to discover there was no clear path to resolving the issue.
The department culture felt increasingly hostile and discouraging over time. There was a noticeable lack of psychological safety for employees who questioned existing processes or offered alternative viewpoints. Gossip, favoritism, and behind-the-scenes conversations appeared to influence workplace dynamics more than open and professional communication. Rather than feeling like a collaborative team environment, it often felt as though employees had to carefully navigate internal politics to avoid becoming the next target of criticism.
I was also surprised by how much influence certain long-tenured employees appeared to have over department decisions, workplace norms, and team culture. New employees were expected to adapt to established habits rather than contribute fresh perspectives. This made it difficult to feel valued, respected, or empowered to make meaningful contributions.
From a marketing standpoint, the department lacked structure, consistency, and modern strategic direction. Workflows were disorganized, processes were not streamlined, and priorities frequently shifted. The department relied heavily on AI-generated content and templated approaches, often at the expense of creativity, originality, and authentic brand storytelling. For a company of this size, I expected a more sophisticated and forward-thinking marketing operation.
While Kendall is a large and successful organization, my experience within the Digital Marketing department was disappointing. Candidates looking for strong leadership, collaborative teamwork, creative autonomy, professional growth, modern marketing practices, and a culture that genuinely welcomes innovation should carefully evaluate whether this department aligns with their expectations.
Overall, I found the environment to be overly political, resistant to change, lacking in accountability, and difficult to navigate as a marketing professional. I would not recommend this department to candidates seeking a supportive workplace where new ideas are encouraged and employees are set up for long-term success.
