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Don't Believe The Interview
In the time I was at Frank I met one or two good people. The failure of management to create a structure and a culture that respects everyone?s role and contributions has lead to an exodus of talent, a stagnation of creativity and ultimately the loss of paying clients. During my time there it seemed like someone was leaving every week and every month there were fewer and fewer projects. The frustration was palpable, particularly because they underpay people. Nepotism is rampant. Referrals for freelance and staff get hired if they come from preferred team members or are related to management, regardless of qualifications. Junior creatives are given entirely too much influence and authority over production, culture and operations. Creative overall has too much authority over production, operations, culture, et al. Upper management is rarely involved in, or aware of, the goings on of the team and when they do get involved they problem-solve by making rash decisions. This delayed reaction often comes just as process and interpersonal relations start to improve. If a team member is disliked by a core group that team member is excluded from meetings, project conversations and socializing. This is the opposite of professionalism and it goes unchecked at Frank. Because of this they have no diversity of perspectives, or creative and the work is stale. Speaking of (capital D) Diversity. There is none and it?s not a priority. This is a pretty white industry overall but Frank Collective has lots of problems in this regard and has been unwilling or unable to retain more than 1 or 2 people of color at a time. Diversity isn?t just hiring people of color as receptionists or assistants. It?s hiring people of color for roles that will grow into leadership roles, mentoring them, being cognizant of the unique challenges they face and training the rest of your company to put everyone?s merits and dedication above their own personal preferences in everything.
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