A Recipe for Burnout - Anonymous employee Method Savvy Employee Review

As the CEO (much less the founder) of a business it is always hard to hear criticism but I truly believe in the power of honest feedback and welcome it. Like all organizations we strive every day to be better than we were yesterday and I consider us blessed to have nothing but smart, talented and driven team members. I know that together we can solve the challenges and capitalize on the opportunities in front of us. To the specifics of this review I'd like to respond to a few comments for clarity. I hope this does not come across in any way as devaluing the perspective that was shared - as it is valuable - but rather to add more context. - Our team has not been under 20 full-time for a number of years. We're currently adding additional headcount in response to our growth needs as well as continue to leverage our extended network of resources and partners that we call The Collective. - All of our employees are offered a flexible work arrangement with no requirement to be in the office at this time. Additionally we provide with computer equipment including monitors and keywords. With that said, I appreciate the feedback regarding additional work-from-home support during COVID (and beyond) and can commit to exploring those options further. - In the last 12 months 36% of our hires have been at a Director level or higher. - Each year we conduct a salary survey and benchmark compensation to experience level and competitiveness. - I'm unsure of what the reference to "high tolerance for ethical grey-areas" is referring to but I can say as CEO that I unequivocally will not tolerate any lack of integrity and strongly encourage any employee, clients or team member to come to me directly if they see anything at all that they feel is questionable. - While it is correct that Method Savvy does not focus on specific industry, we instead focus on working with ambitious leaders who are trying to have billion-person plus impact in the world. Meaning we focus on stage of growth and scale instead of industry. This allows us to use our methodology to best support companies going through transformation rather than using a routine playbook. - Our sales process includes a strong vetting procedure and we ask our teams to regularly provide feedback on the client relationship during the course of the engagement. Quite often we will not explore a working relationship with a brand because we don't believe it is the right fit for our organization or theirs. We also, regrettably, have had to end client relationships where it has become obvious to us there isn't a long-term fit. If any current or future Method Savvy employee reads this please know that I and everyone in leadership want to hear your thoughts on fit and we're open to the discussion at any time. - To the point about shifting org structure and the meta team; I will be the first to admit that we have transformed ourselves extensively over the last few years as we seek to provide maximum autonomy to our teams and put the organization in the best position to continue to grow in a healthy manner. I and our leadership truly believe that by working hard to put smart people in a position to work collaboratively as a high functioning team they can determine how to succeed together and in the service of our customers. Sincerely, Jake Finkelstein CEO Method Savvy