Great team, Awesome learning opportunities - SEO Specialist WebMarketers Employee Review

Some capable people in account management and production who deserve leadership worthy of their work. That is the entire list.

If you are considering a senior role here, do not. If you must, at minimum do your due diligence first. Call former senior hires. Call former partners. Call vendors who stopped working with the firm. Call clients that ended relationships which may or may not have included threats of massive lawsuits against the agency for their conduct. What you will hear from the outside bears no resemblance to the pitch you will get in the interview. From my own experience at this firm as a senior hire, directly and in writing: I was recruited on a set of representations that did not survive first contact with the actual role. What was described during the hiring process and what I was then held accountable for were two different jobs. I have a documented disability. Accommodations were agreed to in writing. They were then ignored, then treated as an inconvenience, then weaponized against me. My confidential medical information was posted in an internal channel where it did not belong, by a senior officer who had been explicitly told, in writing, what the accommodation required and why. The CEO made verbal assurances to me that were directly contradicted by the firm’s own written record, on material points, with witnesses and recordings on both sides of the contradiction. When I raised these concerns through counsel, the CEO later admitted internally, on a recorded call with my then-lawyer and without his own lawyer present, that “we messed up.” He apologized for the privacy breach. He threw a partner under the bus. None of those admissions appeared in any written correspondence that followed. Instead of correcting course, partners and senior officers were pulled into the defence of the conduct, which expanded the exposure rather than containing it. A replacement for my senior role was hired while I was still an employee, on physician-ordered medical leave caused by the firm’s own conduct. I was then terminated while still on that medical leave, on stated grounds of “wilful misconduct” and “false accusations of fraud” that the CEO had privately admitted fault for, with ample recorded evidence of it happening in real time in his own voice. The termination was used as retaliation for the assertion of statutory rights under human rights, privacy, and employment standards legislation. I was then denied any notice period. Common-law reasonable notice for a senior role at my tenure, with documented inducement from prior secure employment, sits at a minimum of ten months. A commission balance of approximately $6,500 remains unpaid more than a year after it was earned, in breach of the Employment Standards Act. None of the above is speculation. In my experience, observation, and in extensive indisputable documentation of their own words, in stereo sound and 1080p video, the C-suite here will lie, deflect, rewrite history, and manipulate the record to avoid accountability for their own decisions up to and including breaking the law - individually or as a partnership collective. They will knowingly involve other partners and senior officers in the defence of that conduct. They are entirely willing to venture into questionable legal territory to do it. That is a choice they keep making. Senior turnover over the last eighteen months is not coincidental. Ask the people who left. Some of them will tell you. Some of them can’t, which is itself an answer

It's a great atmosphere to work in. Plenty of guidance when you need it and the people are great to collaborate with.

It can get demanding sometimes. Late hours can be necessary and scheduled tasks can go longer than estimated.