At Dixon Schwabl, 98 percent of employees say their workplace is great.



This review is based on 92 employee surveys, with a 90% confidence level and a margin of error of ± 4.16. It was published on Mar 29, 2017. 17574 Visitors

What Employees Say

People celebrate special events around here.
Management is honest and ethical in its business practices.
I feel good about the ways we contribute to the community.
Management genuinely seeks and responds to suggestions and ideas.
Management trusts people to do a good job without watching over their shoulders.

What They Do

We asked Dixon Schwabl to explain what they do. Here is what they had to say.

Dixon Schwabl, a full-service marketing communications firm established in 1987, provides marketing, advertising, public relations, social and digital media, research, interactive and media placement services to more than 200 clients nationally. We are a certified woman-owned business in New York and California.

About this Company

Website: Industry: Advertising & Marketing
US Headquarters: Victor, New York, 14564 US Sites: 1
Major Locations: Victor, New York, 14564 US Employees: 120
US Revenues: $76 million Worldwide Revenues: $76 million
Corporate Structure: Private Founded: 1987

Heart Walk

Perks and Programs

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

  • Funds for FUN: Dixon Schwabl embraces FUN as a core value and every year sets aside funds earmarked for just that—fun. From art classes and beer tastings to paper airplane contests and parties, it’s all about the fun! To maximize engagement, we turn to the full team (not just management) for inspiration to dream up new activities. Employees are encouraged (And empowered!) to implement their unique ideas, no matter how crazy. We've summarized our 2016 year-in-review for you in one place. Please copy and paste this link in your browser: We also have a lot of fun together and encourage our employees' talents, both on and off-duty, as shown here:
  • Rock Your Weekend: Now into its fourth year, Rock Your Weekend! is a popular summer program that gives employees extra time off during the warmer months. The agency distributes vouchers that can be redeemed for three half-days (Friday afternoon or Monday morning). Available to all DS employees, Rock Your Weekend! is extra time off, separate from regular PTO. It gives staff a welcome respite from the office, an extended weekend and some extra R&R!
  • Dixon Schwabl Fitness Challenge: This year, Dixon Schwabl initiated a team fitness challenge. More than 80 team members committed to this six-month effort. It started with a "know your numbers" educational session, featuring biometric screenings with a registered nurse. A certified fitness trainer led weekly exercise classes and offered diet tips. Periodic challenges were added for extra motivation. 80 fitness challenge participants lost more than 315 pounds! Please copy and paste this link in your browser:
  • Ice Cream Thursdays: Yum yum. During the summer months, every Thursday at 3pm on the dot, Dixon Schwabl employees enjoy a delicious frozen treat of their choice! Employees select the ice cream vendor by vote. This popular perk is becoming a treasured tradition. It gives employees a nice break outdoors to mingle with coworkers and any visiting clients and vendors—and savor their favorite flavor of ice cream, even low-calorie varieties!
  • Celebrating Personality: Upon employee approval, every employee receives a custom nameplate indicating their Myers-Briggs type, as well as “speed reaching” techniques for their specific personality. For example, if you work with an ESTJ, aka “The Organizer,” you’d know this person prefers to communicate verbally and likes to be on time and prepared (and expects this from others). The nameplates also incorporate an employee picture, a special-interest photo of their own devising. Employees loved the chance to show off their out-of-office selves, such as dressing like the band KISS, striking yoga poses, cooking, baking, gardening and biking. These photos are also posted on our website. Clients especially enjoy this peek into the personalities of the people they work with.
  • We're Cookin' Now: This food-themed event began as a clambake. To accommodate the growing agency, it’s evolved into a chili cookoff. An in-house team coordinates the event—no caterers—to showcase the amazing culinary talents of our team members. We also celebrate Pi day (3.14) each year in true DS fashion with a pie-baking contest. Please copy and paste this link in your browser:
  • Special People Special Awards: In 2009, a longtime Dixon Schwabl employee, Jane Argenta, died of ovarian cancer. To honor her exceptional work ethic and strong leadership, Dixon Schwabl created the Jaz Janie Award, given each month to an employee who best exemplifies Jane’s can-do spirit and celebrates our core values. The agency also created a scholarship in her honor for promising students attending SUNY Geneseo (Jane’s alma matter) and interested in public relations. The agency also designates a “Friend of the Month” to recognize the special support from significant others, family and friends. They are awarded dinner certificates, spa days and other goodies for their support of the agency’s success. Please copy and paste this link in your browser:
  • Workplace WOW: Dixon Schwabl's Workplace WOW initiative recognizes employees with rewards both simple and elaborate. Employees who reach their 20-year milestone receive a family vacation to the Caribbean, Europe, Hawaii or Alaska. All employees receive a new-hire basket with a leather journal along with poker chips they can use as “currency” to reward colleagues for a job well done, going above and beyond, or for any reason at all. The poker chips can be redeemed at the DS store, which recently launched a limited-edition line of clothing called Storyline, designed internally by DS staff.
  • Make It Happen Day: Each year, Dixon Schwabl employees are given a full workday to volunteer at the not-for-profit of their choice. Without exception, employees appreciate this opportunity to give back to the community and they often share their experiences on the company blog or at the weekly agency meeting. This year, an employee used his Make It Happen day cycling in the Ride for the National Center for Missing and Exploited Children. This one-day, 100-mile bike ride raises funds and awareness for the national center. Please copy and paste this link in your browser:
  • Birthday Off: DS has a “birthday off” policy, allowing employees to enjoy their birthday with an automatic day off. Employees are encouraged to take off from work on the actual day of their birthday, even if their workload might not warrant it. The agency has built a “go-to” team process to cover these kinds of absences, so the person can enjoy their true birthday. A number of employees have found creative ways to make their “birthday day off” extra meaningful and inspirational. For example, when one Dixon Schwabl staffer turned 33, she “gave” 33 random acts of kindness to others.


2% Match of employee’s 401(k)/403b contribution up to 8% of salary 65% Company-paid health coverage for part-timers
30 hours Weekly hours required for part-timers to receive health insurance $30,000 Average Tuition Reimbursement
$30,000 Maximum Tuition Reimbursement
DS Family Trick or Treat


25 days Paid time off after one year of full-time employment 25 days Paid time off after one year of part-time employment
25 days Paid sick days after one year of part-time employment 25 Days Paid time off as of first day of full-time employment
25 days Paid time off as of first day of part-time employment


  • Job sharing
  • Subsided On- or Off-site Fitness (100% have access)
  • Onsite Amenities (Full-service kitchens, free K-Cups, lunch provided if weather is inclement, dry-cleaning pickup and delivery service, yoga classes, massage services once per year, flu shot clinic each fall, "lunch and learn" sessions on topics for employees (lunch provided), blood pressure screenings and wellness program)


60 days Job-protected maternity leave (including FMLA/STD) 60 days Average length of maternity leave new mothers take
60 days Job-protected paternity leave (including FMLA)10 days Average length of paternity leave new fathers take
60 days Job-protected parental leave for adoptive parents (including FMLA)*


  • On-site or near-site backup childcare center
  • Lactation room(s)
  • Paid sick leave to care for a child or relative


  • Mental health care
  • Alternative treatments (such as acupuncture, homeopathy, or chiropractic)
  • Fertility treatments

Community and Environmental Impact

2,080 hours Paid time off to volunteer $1,600,000 Philanthropic donations in last year
$195,000 Total company-matched employee donations in last year President Leads environmental impact team
Self-Conducted Environmental impact audit Yes Sustainable commuting program
Yes Renewable energy program Yes Recycling program
Yes Locally-sourced food program


  • VP People and Development is responsible for the success of formal recruiting and retention diversity goals
  • 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: Under-represented racial/ethnic minority groups; Women; Lesbian, gay, bisexual or transgender employees
  • 20 events a year connect employees with peers from different racial/ethnic, religious or country-of-origin identities
  • Non-birth parents in same-sex relationships can take parental leave
  • Medical care covers gender confirmation surgery

Leadership Diversity


Workforce Diversity

DS Group Fitness


DS Employees

How to Get Hired

We asked Dixon Schwabl 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 best indicator of a great fit occurs when the prospective employee's core values match those of Dixon Schwabl: respect, integrity, community, teamwork and fun. A positive attitude is a must; "we make it happen" is not just a motto, it's how we operate on a daily basis. We look for strong verbal and written communication skills and excellent internal and client relationship-building skills. Candidates who exhibit a high level of professionalism and demonstrate key attributes of collaboration and innovative thinking make an easy transition into Dixon Schwabl's culture. For an example of our culture and employees in action, please take a look at our culture video:  

What can prospective employees do to get your attention?

To get our attention, the best thing prospective employees can do is go out of their way to demonstrate how their individual core values match those of Dixon Schwabl: respect, integrity, community, teamwork and fun.  Be articulate as to why you want to be a part of the Dixon Schwabl family; express your desire to work here early and often! Post-interview, write and send both emails and handwritten thank-you notes to all staff members you met with throughout the interview process. And most important, be yourself. Take note of the above—and show up early to your interview—and you will defintiely get our attention!    

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

In the coming year, we will hire content marketers and data analysts to augment our focus on the customer journey from first touchpoint through sale conversion. We will continue to look for candidates with a positive spirit who will act as genuine and authentic brand ambassadors for Dixon Schwabl.

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

Reach out to our VP of People and Development, Britton Lui, through our website: And check out our constantly updated Careers page: We are always looking for talented and enthusiastic people to join our team!

hiring Outlook

6 Forecasted positions to fill in coming year 41% Job Growth
65 Average applicants per opening 2,350 Total job applicants
50% New hires by employee referrals 6% Openings filled by current employees
6 Recent graduates hired 6% Voluntary turnover for full-time employees
* All figures refer to 12-month period prior to reporting, unless otherwise noted.

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