At Dun & Bradstreet, 86 percent of employees say their workplace is great.

EMPLOYEE RATINGS

     

This review is based on 952 employee surveys, with a 90% confidence level and a margin of error of ± 2.22. It was published on Mar 30, 2017. 1307 Visitors

What Employees Say

I am able to take time off from work when I think it's necessary.
91%
 
I feel good about the ways we contribute to the community.
91%
 
I'm proud to tell others I work here.
89%
 
People care about each other here.
89%
 
Management is honest and ethical in its business practices.
89%
 

What They Do

We asked Dun & Bradstreet to explain what they do. Here is what they had to say.

Dun & Bradstreet grows the most valuable relationships in business. By uncovering truth and meaning from data, we connect customers with the prospects, suppliers, clients and partners that matter most, and have since 1841.

About this Company

Website: http://www.dnb.com/ Industry: Financial Services & Insurance
US Headquarters: Short Hills, New Jersey, 07078 US Sites: 31
Major Locations: Austin, Texas, 78729; Center Valley, Pennsylvania, 18034; Malibu, California, 90265; Short Hills, New Jersey, 07078; Tucson, Arizona, 85711; Waltham, Massachusetts, 02451 US Employees: 3,093
US Revenues: $1,416 million Worldwide Revenues: $1,704 million
Employees Worldwide: 4,705 Corporate Structure: Public
Stock Symbol: DNB Founded: 1841

Dun & Bradstreet has been awarded:

Best Workplaces in New York 2017 (ranked 17)


Generosity Feeds

Perks and Programs

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

  • CEO Leadership Experience: The CEO Leadership Experience is a leadership development course designed for our top leaders and executive successors at Dun & Bradstreet. The innovative curriculum represents our significant investment in the future executives and senior leaders in the company. The program involves three phases: Know Yourself, Lead and Influence and Embrace the World. The CEO Leadership Experience launched in 2014 and has initiated 3 "classes" so far, totaling 114 participants. We are launching our fourth class in October 2017.
  • Executive Edge for Women: Executive Edge for Women is designed to develop and empower top female leaders at our company. The Executive Edge for Women program focuses on four major learning areas: Personal Branding, Communication, Emotional Intelligence, and Business Protocol. Additionally, one of the elements that makes the Executive Edge for Women program so special is the Pay It Forward component, where we ask participants to share their insights and learnings with other women at D&B and expand the impact of the program at a much broader level. The Executive Edge for Women program launched in 2015 and has graduated two "classes" so far, totaling 77 participants. We are launching our third class in October 2017 with 40 additional participants.
  • Sustainable High Performance: Sustainable High Performance (SHP) is an innovative, impactful and global program launched in 2015 to demonstrate Dun & Bradstreet's investment in our team members as people (not just employees) that have priorities, cares and responsibilities outside of their professional work. The SHP program educates team members on a number of different strategies that can be employed to optimize mindset, recovery, movement and nutrition - all with the intent of bringing your best self to work and at home. Through a carefully crafted engagement approach, Dun & Bradstreet provides frequent touchpoints, learning opportunities and networking and support for all global team members in their SHP journey. In 2016, we recorded over 15,000 SHP engagements with team members (via video view and social media) and over 174,000 miles of movement!
  • Do Good Week: To celebrate our 174th anniversary on July 20, 2015, Dun & Bradstreet started Do Good Week, an annual week of giving, as a way to contribute to the communities where we live and work. In addition to helping our community, Do Good Week events are terrific opportunities for team building, or for collaborating with other teams, all while giving back. In 2016, team members organized more than 250 volunteer activities to give our ~5,000 global employees the opportunity to support charities and organizations in need. In total we clocked more than 7,700 volunteer hours during Do Good Week in 2016.  We anticipate meeting or exceeding our volunteer hours during our upcoming global Do Good Week scheduled July 17 - 21, 2017.
  • All Stars Project: Dun & Bradstreet is a sponsoring company for the All Stars Project, enabling 100 summer internships for high school students from under-served communities.
  • Summer Interns: Dun & Bradstreet’s Summer Intern program started in 2011 with a class of 25 in the U.S., but last year officially expanded globally and grew even more in 2017. Our interns learn and are involved in many projects that demonstrate how we build the most valuable relationships in business.  Adding two more offices to the location list, the program now includes 13 global locations. In 2017, Dun & Bradstreet has 108 (up from 102 in 2016) new employees as part of this year's intern class.  38% made their way into the program through employee referrals; 35% percent were recruited from their university campus and the remaining 27% found their way to Dun & Bradstreet via external job boards. 
  • StartOut: Dun & Bradstreet became a corporate partner to StartOut in 2016. StartOut is an organization that provides support and mentorship to LGBT entrepreneurs.
  • Global Mentoring Program: In late July, Dun & Bradstreet will introduce a formal global mentoring program designed to purposely promote professional and personal growth among our team members.  Our initial mentoring pairs will include approximately 30 team members across five locations.  By the end of 2017, we expect to open up the program more broadly for greater impact across our team member base.
  • Site Committees and Events: At Dun & Bradstreet, we are committed to bringing the company values alive by ensuring our work environment fosters team member participation.  Our Site Committees create a true sense of belonging and team spirit through the local events they develop for each site (e.g., Chinese New Year, Ramadan, Pride Month, etc.).  As a result, we are a more modern and forward leaning culture.
  • Bring A Child to Work Day: Each year, Dun & Bradstreet participates in “Bring A Child to Work Day”.  The event is open to team members’ children, grandchildren, nieces and nephews in grades 3rd – 8th.  The children participate in educational and interactive activities throughout the day and have an opportunity to job shadow for a period of time.   

COMPENSATION BY THE NUMBERS

50% Match of employee’s 401(k)/403b contribution up to 7% of salary80% Company-paid health coverage for employees (for 100)
80% Company-paid health coverage for dependents (for 100) 80% Company-paid health coverage for part-timers
20 hours Weekly hours required for part-timers to receive health insurance

COMPENSATION PROGRAMS

  • 401(k) or 403b Program
  • Employee stock purchase plan (ESPP)
  • Restricted stock units
St. Patty's Day Celebration

WORK-LIFE BALANCE BY THE NUMBERS

30 days Paid time off after one year of full-time employment 30 days Paid time off after one year of part-time employment
Unlimited Paid sick days after one year of full-time employment 10 Days Paid time off as of first day of full-time employment
10 days Paid time off as of first day of part-time employment

WORK-LIFE BALANCE PROGRAMS

  • Telecommute option (15% use it)
  • Subsidized On- or Off-site Fitness (80% have access)
  • Onsite Amenities (Subsidized cafeteria, fitness classes, massages, gym (in some locations), nap/recovery rooms (in some locations), cultural activities such as external speakers and holiday events, internal knowledge sharing series (lunch & learns), volunteer/charitable activities.)

FAMILY CARE BY THE NUMBERS

80 days Job-protected maternity leave (including FMLA/STD) 80 days Fully-paid maternity leave (does not include personal vacation or paid time off)*
80 days Average length of maternity leave new mothers take10 days Job-protected paternity leave (including FMLA)
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
$5,000 Adoption benefit80 days Job-protected parental leave for adoptive parents (including FMLA)*
80 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.

HEALTH INSURANCE COVERS

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

Community and Environmental Impact

16 hours Paid time off to volunteer $801,824 Philanthropic donations in last year
$365,453 Total company-matched employee donations in last year Global Real Estate and Facilities Leader Leads environmental impact team
3 LEED certified building(s) Yes Sustainable commuting program
Yes Renewable energy program

Diversity

  • Chief People Officer 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: Women; Lesbian, gay, bisexual or transgender employees; Disabled employees; Employees reentering the workforce
  • 40 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

Workforce Diversity

 
Chinese New Year

DEMOGRAPHICS

 
Stork Diaries for Expecting Parents

How to Get Hired

We asked Dun & Bradstreet 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?

We employ competency based assessments to determine if a candidate has the right skills and competencies to be successful in role.  While these vary from role to role, we also actively seek out candidates whose cultural values align with Dun & Bradstreet’s, and who have illustrated through the course of their experience (both professional and /or personal) that they’re data inspired, inherently generous and embrace an outside-in perspective.

What can prospective employees do to get your attention?

Have some baseline understanding of who we are and what we do before the interview.  Beyond that, candidates who stand out are typically passionate about their abilities to contribute and collaborate within Dun & Bradstreet, and are able to effectively convey this through every touch point of the assessment process.  Join one of our talent communities.

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

Sales, customer services, engineers, developers, technologists, statisticians, analytics professionals, and innovators of all kinds!

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

Visit and peruse our careers site.  Hear from actual employees about what life is like at D&B and gain visibility into how our organization is structured.  If you like what you see, peruse through actual openings and apply to positions of interest or join one of our talent communities to stay apprised of interesting product launches, team initiatives and new roles.  To hear even more testimonials from existing employees and for a peek inside our office space, interested candidates can also check us out on The Muse.

hiring Outlook

1,100 Forecasted positions to fill in coming year 3% Job Growth
37 Average applicants per opening 15,292 Total job applicants
40% New hires by employee referrals 12% Openings filled by current employees
290 Recent graduates hired
* All figures refer to 12-month period prior to reporting, unless otherwise noted.

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