At Goodway Group, 98 percent of employees say their workplace is great.

EMPLOYEE RATINGS

     

This review is based on 209 employee surveys, with a 90% confidence level and a margin of error of ± 4.00. It was published on Jun 1, 2017. 1502 Visitors

What Employees Say

People care about each other here.
99%
 
Management is honest and ethical in its business practices.
99%
 
Our facilities contribute to a good working environment.
99%
 
Management trusts people to do a good job without watching over their shoulders.
98%
 
I'm proud to tell others I work here.
98%
 

What They Do

We asked Goodway Group to explain what they do. Here is what they had to say.

Goodway Group is a programmatic partner to agencies and advertisers across the United States.  We offer managed planning and buying services across all paid digital media including programmatic display, video, paid search, paid social and advanced TV.

About this Company

Website: goodwaygroup.com Industry: Advertising & Marketing
US Headquarters: Jenkintown, Pennsylvania, 19046 US Sites: 1
US Employees: 413 Corporate Structure: Private
Founded: 1929

Dave Wolk - all company presentation

Perks and Programs

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

  • Work from home: We are a nearly 100% virtual work environment for over 400 people. This virtual model gives employees better balance between their work and personal lives, helps to drive our 92% employee retention rate, makes geographic hiring considerations frictionless (we’re in 40 states and counting) and has allowed the company to grow quickly without space constraints (2026% employee count growth 2006-2016).
  • Create your own schedule: We don’t mandate the hours employees should be working nor the time zone to which they should conform. Instead we provide the guidance that 1) you get your work done completely and correctly and 2) you are accessible to your team/clients. If employees want to run to the grocery store at 3pm, they can. If they want to take a yoga class at 10am, they can. We provide high levels of flexibility which drives employees to instead focus on what matters: demonstrating results.
  • Customizable work environments: One of the downsides of working virtually is that some employees miss having somewhere to go and the camaraderie of an office environment. To better support these needs, we offer employees a subscription pass to WeWork, a national provider of coworking space. We also support the employee-driven Digital Nomads program, a group of Goodway employees who travel around the country planning meet-ups and sharing experiences.
  • All-company “family reunions": We host twice annual all company meetings that take on the spirit of a family reunion. These meetings give us a chance to connect in person with our teammates and are a healthy mix of business meetings and fun. The past few years we have held the meetings in Deer Valley, UT (summer) and Las Vegas, NV (winter). The highlight of the Vegas trip the past 2 years has been our competitive talent show, highlighting the best lip-synch-ers and performers at Goodway.
  • Profit-sharing quarterly bonus: As long as Goodway has been profitable, we have shared the profits with all full-time and part-time employees in the form of a quarterly bonus. There are no other tenure or individual performance requirements needed to take part, and as of Q1 2017, we are at 30 consecutive bonus-giving quarters and counting…
  • Annual training budget: Many companies have tuition reimbursement, so does Goodway, but very few have an additional fund for training. We believe investing in an employee’s personal and professional development not only helps the employee but also helps Goodway. Employees rated an ‘Elite’ on their review are rewarded with up to $2500 annually for training and ‘Superior’ ratings receive up to $2000.
  • World-class healthcare plan: It is a complex operation to provide healthcare coverage as an SMB with employees in 40 states, yet Goodway has been able to find a quality offering through Cigna at a reasonable cost to our employees. We are similar to other companies in that we offer a high-deductible plan, but the difference is that Goodway covers the majority of the deductible through an HRA, minimizing employees’ personal expenses.
  • Paid maternity/paternity leave: Employees need the ability to grow their families and their careers simultaneously. Following the birth of a child, we offer women with 1-2 years of service 6 weeks at 100% and for those with 2+ years of service 10 weeks at 100%. For dads and adoptive parents who have been at Goodway over a year, we offer 2 weeks at 100% pay.
  • Lunch with Dave, President: Some companies may send a welcome email or video from the company’s top leader to welcome new employees, but at Goodway our President, Dave Wolk, hosts a live, virtual “Lunch with Dave” for all Goodway new hires each month. Through video conference technology, he hosts an hour-long casual meeting with a small group of new hires, welcoming them to the company and getting to know their backgrounds.
  • Anonymous feedback straight to leadership: We strive to keep our company leadership accessible to all levels of the company, and we achieve this in part through our anonymous feedback system using SuggestionOx. Any employee can submit any feedback anonymously and directly to our leadership team who review all entries on a weekly basis. The feedback from this system influences company decisions in areas like choosing technology platforms, addressing personnel issues, implementing new policy and adjusting the structure of our company meetings and presentations.

COMPENSATION BY THE NUMBERS

50% Match of employee’s 401(k)/403b contribution up to 6% of salary66% Company-paid health coverage for employees (for 65)
66% Company-paid health coverage for dependents (for 65) $2,000 Maximum Tuition Reimbursement
Account managers on-stage at Drai's during 2016 lip-synch battle

WORK-LIFE BALANCE BY THE NUMBERS

23 days Paid time off after one year of full-time employment 4 days Paid sick days after one year of full-time employment
23 Days Paid time off as of first day of full-time employment

WORK-LIFE BALANCE PROGRAMS

  • Flexible schedule (95% use it)
  • Telecommute option (95% use it)
  • Onsite Amenities (We do not offer onsite perks as the majority of our employees work from their homes.)

FAMILY CARE BY THE NUMBERS

60 days Job-protected maternity leave (including FMLA/STD) 30 days Fully-paid maternity leave (does not include personal vacation or paid time off)
60 days Average length of maternity leave new mothers take60 days Job-protected paternity leave (including FMLA)
10 days Fully-paid paternity leave (does not include personal vacation or paid time off)20 days Average length of paternity leave new fathers take
60 days Job-protected parental leave for adoptive parents (including FMLA)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. Not 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

8 hours Paid time off to volunteer $11,600 Total company-matched employee donations in last year

Diversity

  • Written policy prohibits discrimination based on (at a minimum) age, disability, race/ethnicity, religious beliefs, gender and sexual orientation
  • Non-birth parents in same-sex relationships can take parental leave

Leadership Diversity

 

Workforce Diversity

 
How Goodway does conference calls

DEMOGRAPHICS

 
Media team members on a ropes course

How to Get Hired

We asked Goodway Group 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?

Initially, a prospective employee can showcase an alignment in their working experience to our core company business.  Additionally, a stable and consistent work history with good tenure will also allow them to stand out.  During the interview, the successful candidates will use detailed examples of their past proven abilities that exemplify their ability to communicate effectively, collect their thoughts in a concise manner and be able to build rapport.  The individuals will be able to show how their natural working style and propensity aligns with our core values.    

What can prospective employees do to get your attention?

A well-written and organized resume showing aligned work experience and good tenure will get a candidate an interivew.  Additionally, good follow up skills and ability to communicate their passion for the industry and our company, as well as strong knowledge of our organization and how their background aligns with both the position and company are all items that will set them apart.  

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

The beginning of this calendar year has focused mainly on sales, marketing and technical engineering positions.  All of these roles allow us to grow and flex with the evolving industry and the needs of our prospective clients.  

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

Our organization publishes blogs, white papers, and videos, as well as social media postings that will allow interested individuals to learn about our organization, goals, hiring practices, employee feedback and industry impact.  In addition, they can see if they have any networking contacts in common to have a warm introduction.  

hiring Outlook

64 Forecasted positions to fill in coming year 41% Job Growth
75 Average applicants per opening 8,255 Total job applicants
53% New hires by employee referrals 8% Voluntary turnover for full-time employees
50% Voluntary turnover for part-time employees
* All figures refer to 12-month period prior to reporting, unless otherwise noted.

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