At inMarket Media, 93 percent of employees say their workplace is great.

EMPLOYEE RATINGS

     

This review is based on 44 employee surveys, with a 90% confidence level and a margin of error of ± 4.34. It was published on May 5, 2017. 767 Visitors

What Employees Say

I'm proud to tell others I work here.
100%
 
People care about each other here.
100%
 
People celebrate special events around here.
98%
 
I am given the resources and equipment to do my job.
98%
 
I can be myself around here.
98%
 

What They Do

We asked inMarket Media to explain what they do. Here is what they had to say.

inMarket is an integrated mobile moments company powered by its market-leading beacon proximity deployments and the industry’s largest verified reach. With billions of first party data points, inMarket creates personalized mobile experiences based on location context, lifting sales for partners.

About this Company

Website: www.inmarket.com Industry: Advertising & Marketing
US Headquarters: Venice, California, 90291 US Sites: 3
US Employees: 49 Employees Worldwide: 3
Corporate Structure: Private Founded: 2010

Perks and Programs

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

  • Study Abroad Program: inMarket pays for employees in remote offices to fly out to our Venice (HQ) office for a week to spend time with the cross functional teams they don't get to see everyday. Assists with team bonding and communication.
  • Birthday Award: We do monthly birthday celebrations where we get the dessert of the employee's choice, and have them participate in a minute-to-win-it game. The winner of the game gets to spin the week to win a gift from inMarket. The gifts range from a free car wash, pre-prepped lunches, dontation to charity of your choice, electronic item (i.e., echo dot), and more.
  • Shared Bike Program: We offer annual memberships to the shared bike program in every city close to the inMarket office. (Breeze Bike (Venice), Divvy (Chicago), Hudson & Citi Bike (NY)) Employees have full ownership of the membership and can use it on and off work hours.
  • Stand Up: We not only host a daily Tech Stand Up meeting, we also have "All Hands Stand Up." During this time the entire company joins in to share what they are working on - initiatives for the future, current daily projects, etc.
  • Retreat: We started an annual retreat to give direction on where the company is going moving forward. This time is also for team bonding and appreciation. We host activities like wine tasting, zip lining, beach bonfires, "glamping," and more!
  • Quarterly Swag: Every quarter we give out swag to the team for keeping up with their goal progress. We have given out swag as small as a beanie and as large as a Google Home/Amazon Echo.
  • Company Goal Activites/Swag: Everytime we hit a company goal we hand out swag, gifts, and or pay for a company sponsored activity. A few examples include the company massage chairs, escape activities, sports games, and karaoke cruise.
  • New Equipment: We buy brand new equipment for the employee. We give them the choice of a PC or MAC, and make sure it has all the capabilities of what they need moving forward.

COMPENSATION BY THE NUMBERS

10% Match of employee’s 401(k)/403b contribution up to 4% of salary100% Company-paid health coverage for employees (for 100%)

COMPENSATION PROGRAMS

  • 401(k) or 403b Program
  • Stock options
  • Restricted stock units

WORK-LIFE BALANCE BY THE NUMBERS

Unlimited Paid time off after one year of full-time employment 6 days Paid sick days after one year of full-time employment
6 days Paid sick days after one year of part-time employment

FAMILY CARE BY THE NUMBERS

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

Diversity

  • Written policy prohibits discrimination based on (at a minimum) age, disability, race/ethnicity, religious beliefs, gender and sexual orientation
  • 5 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

Leadership Diversity

 

Workforce Diversity

 

DEMOGRAPHICS

 

How to Get Hired

We asked inMarket Media 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?

inMarket was founded in 2010 -- but although we’re seven years old, we still have a ton of “startup” DNA. We’re actively seeking passionate, hungry and motivated team players that aren’t afraid to jump in and tackle new challenges. inMarket has a knack for groundbreaking work -- from debuting the world’s first beacon platform in multiple retailers in 2014, to launching the first physical web ad platform in bars in 2017. As such, we’re constantly looking for creative folks who not only look outside the box, but shake the box and maybe even pull it apart. InMarket is a fast-paced environment, and nimble candidates who have a natural ability to contribute in multiple ways are highly valued. Our CEO, Todd Dipaola, is a scientist in the ad industry -- so everything we do is data-driven, a/b tested and always measured in multiple ways.

What can prospective employees do to get your attention?

Location-based advertising is a newer industry, and in 2010, we helped build it from the ground-up. As such, there isn’t anyone out there who’s been in the industry for more than 10 years. With that in mind, we place an emphasis on candidates who do their research and try their best to understand our products and the location advertising industry -- as it changes all around us. We’re very interested in candidates that can bring us ideas with how to improve our core offerings and overall solutions. We also tend to gravitate toward candidates who can demonstrate past work showcasing creative, outside the box thinking.
 

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

Our sales and business development teams are growing rapidly across LA, Chicago, NYC and a few other target cities. We’re constantly growing the development and tech team -- as the mobile location advertising industry moves extremely fast. Our core product team is also expanding, as well as our client services team to keep up with demand.  

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

Step one would be to read as much as they can about inMarket, the location advertising industry, the physical web and IOT, and what’s next for advertising as a whole. We’re the top publisher of case studies relating to beacon-based advertising, so an understanding of our core solution is easy to research. Candidates should also review our current job postings to see what we’re actively seeking -- but shouldn’t be too shy to reach out if they specialize in a certain area that is not posted. We’re growing rapidly and we’re always looking for top talent.    

hiring Outlook

30 Forecasted positions to fill in coming year 96% Job Growth
67 Average applicants per opening 1,800 Total job applicants
22% New hires by employee referrals 3% Openings filled by current employees
3 Recent graduates hired 22% Voluntary turnover for full-time employees
* All figures refer to 12-month period prior to reporting, unless otherwise noted.

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