customer success manager

account executive

account director

technical product manager

senior software engineer

Radancy

Overall, Radancy is full of amazingly talented, smart, and some of the nicest and hardest working people I've ever had the pleasure to work in my 20+ years in business. It is (in my view) the best part of what the company has to offer, and the only thing I took from my short stay with the company.

Compensation is not great (for a "tech" company), but it is fair. It offered me the best on-boarding experience of my career. And, the benefits and overall culture (in terms of its purported mission and purpose), as well as the supportive predisposition of its people, are just some of many other reasons to want to work for them. 

Getting people jobs or helping them find a new career opportunity could not be a more fulfilling and gratifying goal to strive for, as well.  

I'm sure working in other departments at Radancy is probably an amazing experience. Hence, the good reviews you see on these kinds of sites. So, my comments are limited to my experience with its Account Services (AS) team and the company's relationship with its clients. 

I loved most of what the company had to offer. So, if you are wondering why I left after just four months, the answer is pretty simple and straightforward: the relationship with its clients is broken and not conducive to a healthy working environment, with the "balanced", "flexible" work-life experience it claims to provide. 

In my view (of course), Radancy has yet to deliver on its promise and potential to become a true technology company. It is struggling with an identity crisis, and everyone you speak to (from VP's down) will tell you that. For all intends and purposes (again, as it relates to AS), it remains "TMP Worldwide" (an agency) with all the shortcomings and issues the relationship between agencies and clients still present for employees and their wellbeing in that space. 

Let me explain. 

Instead of maintaining a collaborative and respectful relationship as partners with its stakeholders and clients, Radancy still subscribes to the "client is always right" and its people will be held accountable for solving for all the issues facing those clients (beyond its goal of helping them recruit great talent), even if those problems are beyond Radancy's and its employees' control. 

Clients' issues with a lack of accountability (to themselves and to Radancy), lack of communication (among their peers and with Radancy), improper training, unrealistic or even unreasonable expectations, a limited understanding of the creative and marketing process, and even unfair and (at times) disrespectful treatment of Radancy's staff will become YOUR problems if you become part of Radancy's Account Services team. That was my experience. No other way to describe it.

In just four months, I saw two co-workers (literally) cry, and four others (clearly) on the verge of a nervous/mental breakdown. Team meetings will (in essence) turn into therapy sessions where leaders had to walk people off the ledge. And, that (to me) were both big red flags and completely unacceptable in this day and age. 

At a time when we all have realized how short life is and how detrimental these situations (beyond our control) can be to our mental and physical health (especially, after suffering the effects of a global pandemic), Radancy still comes short in putting their money where their mouth is when it comes to its employees' health and wellbeing. 

Sure. They will speak of support, and even check on you. But, to me, it can do a lot better. Words mean nothing without action, and holding a client accountable, responsive, and responsible for a healthy relationship (while hard) is what leadership (in my view) should always aim to provide for its staff. It's not easy calling out a client's behavior but it is a must when it is necessary. Leadership doesn't seem to see it like that.

Before I even joined the team, I explained to the hiring managers that quality of life was my number one priority and if that fixing a bad or toxic relationship with the client (because I have been there before when I was younger) was one of my responsibilities I was simply not their guy. 

When I realized the relationship with my client was broken and the job entailed putting out fires and stressing daily, I asked for the consideration of allowing me to explore other roles (with different clients, or teams, even departments). I expressed interest in making things work, even if that meant a demotion (yes, I was even willing to consider a lower-level job and less money). Because my happiness and well-being (as a long-time anxiety sufferer) cannot (now more than an ever, as I get older) be bought or replaced. 

I waited months to write this, because I wanted to be of clear mind and process my emotions about the whole experience first. The answer remains the same: the higher levels of the organization (the C-Suite) are completely out-of-touch with the day-to-day suffering (no other way to put it) and prefer to ignore these client-relationship (and management) issues. The answer from both the Division Leader and "People's" (HR) leader was equally disappointing: (essentially) put up or move on. So, I did, with pain in my heart and with no fallback plan. 

When I simply asked for support in resolving and healing the relationship with the client (not just for my sake but also for that of my team), the answer was simply to brush it under the table and act as if everything was under control, because (apparently) that's what "a leader should do" at Radancy. The issue is institutional, and as much as your co-workers, directors, even VP's may want to resolve it and support you, Radancy won't deliver on its potential as a great technology company to work for, and not just another ad agency with all the usual shortcomings and problems that come with that structure. 

It can. It should. It must do better. And, that is my only motivation to write this review now. Happy to discuss it with anyone on the leadership team reading this (responsibly and frankly). But, "TMP Worldwide" has a long way to go before it truly becomes "Radancy", the technology company. 

My mistake (because I also take responsibility for the misfit) was to believe the promises and not trusting my instincts before leaving a seven-year role with a company (and client) I loved and always (always) put my first. I will be Ok. A new opportunity will come and other doors will open. But I don't want others to make the same mistake I made. So, if you made it this far in this review, consider yourself warned: high levels of stress, anxiety, lack of sleep, and suffering will be part of your everyday life if you join the AS team at Radancy. 

TMP lacks training for new employees, due to rules set in place by new management, there's is simply not enough time for seasoned employees to assist newbies.

A typical day as a new employee is a requirement that you hit the ground running! Answer phone calls, emails and troubleshoot any technical error that is managed by your department. Not to mention these are these are the same issues seasoned employees manage on a daily basis. 

Nonetheless with enough focus, anything if possible. It is extremely important that as an individual you learn fast and are hands on. This is what saved me during my first few months as a Product Support Specialist.

As new management began to approach the workplace seemed to transition from a family oriented environment to a stressful workplace and s did the its culture.

In the past we would spend time working to resolve issues as a team, to client issues being passed around from one person to another. As a PSS it is also extremely important to build relationships with all clients, they look forward hearing from you directly 98% of the time.  So handling issues outside of this method effects the company and the clients we work with.

However, the most enjoyable moments would be team activities.  It gave each employee time to come together as a family and regroup.  Which was definitely needed at TMP.

•	Responsible for verification, tracking, and reporting of all issue and concerns regarding my clients. 
•	Manage Fortune 500 company’s job career sites.
•	Efficiently provide post-implementation product maintenance and support to Talent Brew clients.
•	Work jointly with Product support specialist and Data metrics teams in identifying, reporting, and resolving product issues and requests.
•	Work to help maintain client CSS & HTML client site content.
•	Escalate critical technical issues to Front end or Back end development as necessary.
•	Develop and foster strategic relationships with Product support team and account team.
•	Provide on-call support 24x7 on a rotational basis.
•	Work closely with 100 different job boards.
•	Manage and maintain accurate and thorough client support records 
•	 Conduct and/or assist with system enhancements, user application, and quality assurance testing

At first, I was skeptical of Radancy. I was unfamiliar with their industry and didn't like my starting salary. But after a month I quickly realized Radancy works with some of the best companies in the world, and they continue to do business with these brands -- some for over a decade. Not just that, but they are leaders in the space in terms of technology and reputation. Cool to be a part of a niche company that is known as the best in its space. In terms of pay, I realized how many opportunities there were to promote. This made my initial salary more acceptable because I saw the potential pay bumps that result at each promotion level. 

This is the most people I've worked with who had no logical background in the job they were doing. Product managers that have never managed products and couldn't tell you much about the product they are currently managing. As far as "career advancement", they have a habit of advancing the people with the least experience. This is usually due to the fact that the less experienced people will work themselves to the bone for the job, without even questioning it. Many of the teams were dysfunctional and couldn't communicate. Lots of the "long timers" were despondent and just doing anything to get people off their back.

I truly loved working at TMP. This company did a lot to make their employees happy at work. I still have many friends from my employment there. Management was always willing to help and great at making you feel confident and comfortable with your position. I truly enjoyed having ownership of my accounts and developed great business relationships. The only reason I left was because I moved out of state. The hardest part of the job was there were new deadlines every day. The best part was a deep sense of accomplishment when we made each of those deadlines.

TMP has established themselves as the premiere leader in Talent Acquisition marketing, and once on the inside you see why. You're constantly surrounded by industry experts that are constantly striving to push the company forward and stay the industry leaders. Each client presents a unique challenge which is unlike traditional advertising, so you're consistently challenged in thought and needing to develop bespoke client solutions.

TMP is full of people who are conscientious about doing good work and has some of the most intelligent people I've ever worked with. The company is very transparent with business outlook and has handled the COVID situation much better than most companies I've heard about. We're making great strides and having open, sometimes difficult conversations about equity, diversity and inclusion. Bottom line: people here care about each other and what they do to help.

continually worked more than the normal 9-6 only to get reprimanded when something went wrong, there was no point in talking to management as they had never done your job and do not understand what you do, so much paper work - then other teams end up screwing up everything that you put on the paper work - so what really was the point of doing the paper work? everyone that works here is super nice and want to be helpful - but there is so little time b/c the resources aren't here to do everything that needs to be done.

Top Job Titles	Average Salary
Customer success manager 12 salaries reported	$50,417 per year
Account executive 3 salaries reported	$46,000 per year
Account director 3 salaries reported	$86,667 per year
Technical product manager 1 salary reported	$105,000 per year
Senior software engineer 2 salaries reported	$132,500 per year

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