At Campaign Monitor, 96 percent of employees say their workplace is great.



This review is based on 75 employee surveys, with a 90% confidence level and a margin of error of ± 4.20. It was published on Jul 26, 2016. 1889 Visitors

What Employees Say

People care about each other here.
I am given the resources and equipment to do my job.
I'm proud to tell others I work here.
People here are willing to give extra to get the job done.
Management is competent at running the business.

What They Do

We asked Campaign Monitor to explain what they do. Here is what they had to say.

Campaign Monitor is the leading provider of simple and elegant email marketing software for business. More than two million customers at 150,000 companies worldwide, including BuzzFeed, Coca-Cola and Rip Curl use Campaign Monitor to run email marketing campaigns that deliver results for their business.

About this Company

Website: Industry: Information Technology
US Headquarters: San Francisco, California US Sites: 1
US Employees: 93 Employees Worldwide: 194
Corporate Structure: Private Founded: 2004

Campaign Monitor has been awarded:

Best Small & Medium Companies in the Bay Area 2017 (ranked 21)

Best Small Workplaces 2016 (ranked 45)

Code Tenderloin Volunteering

Perks and Programs

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

  • Shout Out - Recognition App: Recognition is played out daily through our in-house developed app which thanks an employee or team, linking it directly to one of our company values. This is shared instantaneously with the company via our Slack (IM) channels where others can join in the recognition. Monthly reports are generated where the information is used to send to our CEO who then “shout out” a month CM Hero at each month’s All Hands company wide meeting. The entire company then celebrates the CM Hero and how they represented the company value.
  • Open & Generous Training Policy: Every team member is encouraged to attend any kind of training they’re interested in. Whether it’s a meet up around the corner, or a big conference on the other side of the planet. Team members are allotted $10,000 over 3 years to spend towards any development opportunity related to their work/future desired positions they wish. We’ll cover their flights, accommodation and any expenses to get them there, no questions asked. This initiative has previously seen team members attend courses and seminars in England, Boston, Portland, Ireland, Sydney, Melbourne, New York and San Francisco.
  • Diversity Committee: We are committed to improving diversity within the company. To spear head these discussions and initiatives we have established a Diversity Committee with representatives from all areas of the business. Through benchmarking, open discussions and collaboration on various diversity topics, the committee’s focus is on continuous improvement. It’s importance so great that the CEO is personally involved although the diversity initiative has been driven by our employees and is directly related to our core value “create the change you want “.
  • "Ship It " days: ShipIt days- Ship It is a 24-hour period offered to all employees to take a break out from their normal work and try creating something new! We’ve implemented many past successful “Ship It” creations like the “Shout Out app” , “Time Based Sending”. At the end of the 24 hours everyone in the team demonstrates their product, everyone votes and winners are given prizes along with a place on the trophy and team shirts.
  • Team Offsites: We hold an annual offsite “Dev Camp” retreat for our engineering and product department. The 3 day event is an opportunity for this group to take some time out of the day-to-day pressure of shipping software and give them space to think and communicate as a team in a relaxed and friendly atmosphere. Through workshops attendees have a chance to discuss and make suggestions for how they work and the issues that affect their jobs. By spending more time together outside the office it also gives them a chance to get to know each other better, forming stronger working relationships.
  • Other Thanking Initiatives: Team dinners - Each team has up to $50 per head, per month to take out the team for lunch or dinner Birthday leave- everyone in the company has their birthday off Unlimited sick leave - is a great way that we look after our employees and is based on trust We celebrate 5, 10,15 year anniversaries and acknowledge all anniversaries at our monthly “All Hands” meeting.
  • Flexible work hours: We offer flexible working hours to support our employees and the business. Built from a culture of trust, employees are able to alter their working hours to suit family, training/education, lifestyle and other requirements. We are all accountable for our roles and their deliverables and it is up to the individual to manage their time as long as it impacts other colleagues and business needs positively.
  • Giving Back- Philanthropy Foundation: Our employees are diverse, as a company we are committed to giving back to the diverse causes our employees are passionate about by providing 4 days paid time off for our employees to get involved within our global community. Our Giving Back program allows each employee to do just that. We create flexibility with the Giving Back program and support individuals or groups to give back to their local communities . This has included volunteering with Food Bank, Hour Of Code, Red Cross Blood drives, Ocean Beach cleanup etc. We have a Giving Back committee with representatives from various location (US, Europe, Australia) and departments that help drive initiatives for this program.
  • Parental Leave Policy: For employees that have welcomed a new addition to their family, we offer 12 weeks for Maternity leave and 2 weeks for Paternity leave.
  • Annual team meetup: Every year we get the entire team (now 180 globally) together in a single location for a few days. Last year, we took the entire team to Fiji. This year, we are all headed to San Diego, CA. The trip empowers us to align our annual goals, connect as a team and create a shared, fun experience together. Most importantly, we spend time giving back to the community through a team “Giving Back” event (in Fiji we visited Batiri school and built new desks, tiled a hall, built furniture, painted walls and donated books to their library).


100% Company-paid health coverage for employees 80% Company-paid health coverage for dependents


  • 401(k)
  • Stock options to employees
  • Pre-tax savings account
  • Employee stock purchase plan


  • Free snacks during the day
  • Free lunch on a regular, daily basis
  • Take-home meals on a regular, daily basis
  • Personal travel service
  • Free beverages during the day
  • Free breakfast foods on a regular, daily basis
  • On-site package/mailing service
Engineering & Product team offsite retreat


10 days Paid time off after one year of full-time employment Unlimited Paid sick days after one year of full-time employment


  • Flexible schedule (90% use it)
  • Telecommute option (90% use it)


250 days Job-protected maternity leave60 days Fully-paid maternity leave (does not include personal vacation or paid time off)
10 days Fully-paid paternity leave (does not include personal vacation or paid time off)10 days Average length of paternity leave new fathers take
10 days Fully-paid parental leave for adoptive parents (does not include personal vacation or paid time off)
*Employees are not required to use all their personal paid time off before taking parental leave. All employees are eligible for parental leave benefits.


  • Lactation room(s)
  • Paid sick leave to care for a child or relative
  • Elder care resources


  • Medical care
  • Vision care
  • Mental health care
  • Dental care
  • Prescription drug subsidy
  • Alternative treatments (such as acupuncture, homeopathy, or chiropractic)


  • Flu shots

    Community Involvement & Philanthropy

    32 hours Paid time off to volunteer $1,700 Total company-matched employee donations in last year


    • 2 events a year connect employees with peers from different racial/ethnic, religious or country-of-origin identities
    • Married employees in same-sex or heterosexual relationships receive the same benefits
    • Non-birth parents in same-sex relationships can take parental leave
    Shout Out Recognition App


    Diversity Committee

    How to Get Hired

    We asked Campaign Monitor 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?

    Our process is driven by our five company values: Make Mum Proud, Create The Change You Want, Do Less But Do It Best, If Our Customers Kick-Ass We Will Too and Care About Why. We believe that every new hire should be technically aligned to do their role, but equally aligned with living our culture every single day. We get really excited talking to people who are passionated about our product. We also appreciate those individuals that   reach out directly to us  via a friendly email instead of applying blindly to one of our job ads. People who are passionate about something in general, whether it be software engineering, surfing, music, start-ups, reading, collecting stuff, etc or have a really interesting story to tell, are usually the kinds of individauls we  can see ourselves   spending some time with and most often fit into our company culture.

    What can prospective employees do to get your attention?

    We get really excited talking to people who are passionated about our product. If some reaches out directly to us  via a friendly email instead of applying blindly to one of our job ads, most of the time all of them are worth speaking to . We  love when people actually do some research before contacting us for a role they are interested in.

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

    Sales Executives, Software Engineers, Product Managers, UX Designer

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

    They should regularly check out our recruiting pages;   Careers Page Glassdoor          

    hiring Outlook

    45 Job openings forecast for coming year 98% Job Growth
    6% Voluntary turnover for full-time employees
    * All figures refer to 12-month period prior to reporting, unless otherwise noted.

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