Warschawski Reviews

The small team is frequently understaffed, and bandwidth tends to be a consistent issue. If one of the senior people takes a vacation, the other people on the account definitely feel it for the duration. The team has not built out and standardized processes for running accounts. This means one manager could deem something as acceptable, while another could take a look into the account and see a plethora of potential issues. It's not a great environment for someone who is actively learning, as the standard for quality work is not always clear. The clients serviced by the team frequently come with unrealistic expectations for performance. The agency has owned up to the fact that some clients are causing more problems than their worth. There were several situations where I knew the client was unhappy, I did not believe in their product or service, and I also knew that the amount of money that they were contributing to the agencies bottom line was not substantial. Overall, I was happy that my relationship with the agency eventually ended. As with any agency, there tends to be internal churn either from people leaving for better positions or being terminated. The company has made it clear, through direct or indirect terms, that employees are expected to not make mistakes and work long hours until the job is done. The idea of job security is that kind of environment should always be taken with a grain of salt. If you are terminated or decide to leave the company, they do not provide any type of severance or pay out unused PTO days, so I would just opt to take a lengthy vacation before hopping ship.

-Fake positivity campaigns: After honest reviews like this one, leadership pressures current employees to flood Glassdoor with fake 5-star reviews to bury negative feedback. They know most people won’t scroll through several pages of reviews, so they manipulate their ratings to appear much better than the reality. -Micromanagement and outdated thinking: The COO micromanages everything while lacking basic skills like sending a calendar invite with a Zoom link, yet she insists on being included in everything and giving feedback she’s unqualified to provide. -Boundaries are frowned upon: Creating healthy work-life boundaries is seen as a lack of commitment, and employees who try to advocate for themselves are often met with resistance or dismissed as not being “team players". -Untrained project managers: Many project managers lack proper onboarding and guidance, resulting in messy accounts. Workers often stay late to fix issues caused by poor management, adding unnecessary stress to their roles. -No HR department: The COO has also taken on the role of “HR” with no training or qualifications. Her controlling nature makes it impossible to give company feedback, and the lack of a proper HR department ensures that workers have no safe avenue to report concerns or advocate for change. When I tried to address my concerns during my exit, they were dismissed outright. -Unbalanced hierarchy: Vice President titles are handed out to employees under 30 with little experience, devaluing the title itself. Meanwhile, the lack of structure makes younger employees feel overworked. -Chaotic hiring and retention practices: Turnover is alarmingly high at this place. Leadership is constantly interviewing candidates for roles that aren’t even open. New hires ( typically young and inexperienced ) are thrown into the deep end without proper training. Retention tactics are manipulative, with health insurance only starting after three months and 401( k ) matching only available after three years. These policies seem designed to lock employees into staying longer rather than genuinely investing in their well-being.