At Austin & Williams, 95 percent of employees say their workplace is great.

EMPLOYEE RATINGS

     

This review is based on 42 employee surveys, with a 90% confidence level and a margin of error of ± 0.00. It was published on May 22, 2017. 1800 Visitors

What Employees Say

People celebrate special events around here.
100%
 
I am given the resources and equipment to do my job.
100%
 
I can be myself around here.
100%
 
I can ask management any reasonable question and get a straight answer.
100%
 
People care about each other here.
98%
 

What They Do

We asked Austin & Williams to explain what they do. Here is what they had to say.

Austin & Williams is a full-service advertising agency that specializes in higher education, financial services and healthcare marketing. We believe in creating "ideas that inspire action," and we hold ourselves fully accountable for our clients' success.    

About this Company

Website: austin-williams.com Industry: Advertising & Marketing
US Headquarters: Hauppauge, New York, 11788 US Sites: 1
Major Locations: Hauppauge, New York, 11788 US Employees: 42
Corporate Structure: Private Founded: 1992

Austin & Williams has been awarded:

Best Small Workplaces 2017 (ranked 44)


Halloween Party

Perks and Programs

We asked Austin & Williams to share a few programs they feel really capture what's unique about their workplace. Here is what they had to say.

  • Dog Friendly Office: At A&W, our employees are permitted and encouraged to bring their dogs to work. We have many four-legged visitors, including rescue dogs, a Great Dane, dachshund, bulldog, Lab, pit bull, Cavalier King Charles spaniel, and English springer spaniel, among others. It brightens our day and boosts our morale to have our pet guests each day and everybody contributes to their care and recreation. It's A&W's way of saying that while we take great pride in our profession and work product, we also believe in letting our inner spirits run free!
  • Corporate Coaching: A&W has partnered with Deb Ingino, the founder of Strength Leader, to serve as a corporate coach to all of our employees. Some of the things we've accomplished with Deb are to "DISC" profile each member of our team to understand their strengths and styles of communication and collaboration, so that we all work most effectively together; give presentation skills workshops to those of us who need to sharpen our game; moderate a leadership team to drive new growth and organizational improvements, and offer one-on-one counseling to those who could benefit from it. Deb's counsel has made our employees stronger, happier, more confident and more effective.
  • Culture Commitee: A&W created a culture committee comprised of four employees who create and execute ways for the agency to live its culture, be true agency brand ambassadors and have fun along the way! We've created a cultural manifesto, designed artwork to display our principles in the office, hosted summer picnics and holiday parties for our employees and their families, instituted Weiner Wednesday BBQ's throughout the summer and Margarita Mondays for times when we all need a break, thematic cook-off challenges where we taste test and present an award to the best "iron chef," and many other little surprises throughout the year to simply celebrate each other.
  • Employee Recognition: At A&W, we have an employee recognition program that allows each and every employee to recognize one another through the exchange of thank you cards that are posted in our office break room. The cards are pre-printed to say "Above and Beyond the Call of Duty - We saw That!," "You've Earned It! - Take A Free PTO and Enjoy!," and "We'd Like to Show Our Appreciation with a Gift Card for Dinner for Two at Your Favorite Restaurant." It's a small but significant way to show how much we value each other here and to recognize someone when they have exceeded expectations.
  • Growth Meetings: The owners of our agency, Rick and Eva, believe in open communication and employee participation and direction in shaping our future together. Our monthly growth meetings help accomplish this. They are agency-wide get-togethers where we all share updates on new business, breaking creative work and new and improved ways of working, welcome new employees, and raise and troubleshoot challenges that we are facing. This ensures that we are all operating off the same brief with the same amount of knowledge and investment in the agency.
  • Giving Back: We believe in giving back to the community that we serve. A&W and its 42 employees make a commitment to show our good will, and we've done so by actively participating in such charitable events as LI Cares Food Drive, Dress for Success, Walks for the Arthritis Foundation, Operation Christmas Child, Make a Wish, BOCES Computer Graphics Arts Program and National Wear Red Day. By doing so, we create a team spirit that bolsters our organization because it focuses us on collaborating for a good cause that is beyond our daily professional collaboration. As an agency, we also contribute to the community by working pro bono for several not-for-profit clients, including Canine Companions, Pet Peeves and Life's WORC/Family Center for Autism.

COMPENSATION BY THE NUMBERS

65% Company-paid health coverage for employees 50% Company-paid health coverage for dependents
65% Company-paid health coverage for part-timers 30 hours Weekly hours required for part-timers to receive health insurance
Our Mascot

WORK-LIFE BALANCE BY THE NUMBERS

18 days Paid time off after one year of full-time employment 18 days Paid time off after one year of part-time employment
Set days Paid sick days after one year of full-time employment 15 Days Paid time off as of first day of full-time employment
15 days Paid time off as of first day of part-time employment

FAMILY CARE BY THE NUMBERS

40 days Job-protected maternity leave (including FMLA/STD) 40 days Fully-paid maternity leave (does not include personal vacation or paid time off)*
18 days Job-protected paternity leave (including FMLA)18 days Fully-paid paternity leave (does not include personal vacation or paid time off)*
12 days Average length of paternity leave new fathers take18 days Job-protected parental leave for adoptive parents (including FMLA)*
18 days Fully-paid parental leave for adoptive parents (does not include personal vacation or paid time off)
*Employees are required to use all their personal paid time off before taking parental leave. All employees are eligible for parental leave benefits.

HEALTH INSURANCE COVERS

  • Mental health care
  • Fertility treatments

Community and Environmental Impact

$35,000 Philanthropic donations in last year Yes Carbon offset program
Yes Recycling program

Diversity

  • Written policy prohibits discrimination based on (at a minimum) age, disability, race/ethnicity, religious beliefs, gender and sexual orientation
  • Formal programs (such as resource groups, mentorship, networking, or other affinity groups) support professional development for: Speakers of English as a second language
  • Non-birth parents in same-sex relationships can take parental leave

Leadership Diversity

 

Workforce Diversity

 
Team Meeting

DEMOGRAPHICS

 
Summer Picnic

How to Get Hired

We asked Austin & Williams for some inside information on how to get hired at the organization. Here is what they had to say.

What key characteristics tell you a prospective employee will be a great fit for your company?

  Here's what we look for when meeting a prospective A&W employee: 1.  They have hunger in their belly. 2.  They've done their research about the agency. 3.  They are confident and outgoing; they're someone you'd want to have around. 4.  They are smart, articulate and curious. 5.  They seem passionate about what they do. 6.  They demonstrate a keen knowledge and evidence of their skill set. 7.  They're a team player who is willing to roll up their sleeves to get the job done. 8.  They like dogs and ideally, have one. 9.  They have an interest in helping to shape the agency's future growth and development. 10.  They follow through with a thank you letter that shows creativity, enthusiasm and is relevant to the interview conversation.      

What can prospective employees do to get your attention?

Prospective employees get our attention when they: 1.  Do something to stand out from the pack that is relevant and meaningful to our culture or agency. 2.  Ask smart questions that enable them to draw a vivid image of what it would be like to work here. 3.  Proactively tell us why they believe they will be a good fit with A&W. 4.  Relate past professional successes with their knowledge of our goals and lines of business. 5.  Don't overtalk. Do listen. Answer questions directly. 7.  Show passion, enthusiasm and initiative. 8.  Have a sense of humor. 9.  Offer a unique or fresh perspective that would add value to our team. 10.  Surprise and delight us.    

Are there any positions or types of candidates you are particularly focused on hiring in this coming year?

We are focused on filling two key positions in the coming year: 1.  A digital analyst who is able to pull and synthesize metrics into an insightful report on our clients' digital marketing performance. This candidate would need to be well-versed in Google Analytics and work within a business intelligence and data visualization platform to organize the data, but would also need to add value by drawing conclusions and implications from the data and structuring it in a creative and engaging summary. 2. An account director who can complement our senior team by thinking strategically, operating autonomously and contributing to our P&L. They would manage six to eight accounts with a supporting staff and report to our account leadership team, responsible for leading the businesses on which they work and leading the agency team to deliver on their objectives and exceed their expectations.

What should interested candidates do to find out more and get started?

Interested candidates should look on our website to find out more about us and send a compelling letter with their resume to info@austin-wiliams.com.

hiring Outlook

3 Forecasted positions to fill in coming year 11% Job Growth
3 Average applicants per opening 24 Total job applicants
3% New hires by employee referrals 1 Recent graduates hired
3% Voluntary turnover for full-time employees
* All figures refer to 12-month period prior to reporting, unless otherwise noted.

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