At Lenox Advisors, Inc., 69 percent of employees say their workplace is great.

EMPLOYEE RATINGS

     

This review is based on 116 employee surveys, with a 90% confidence level and a margin of error of ± 3.38. It was published on Jan 31, 2017. 951 Visitors

What Employees Say

I am able to take time off from work when I think it's necessary.
89%
 
I feel good about the ways we contribute to the community.
85%
 
Management is honest and ethical in its business practices.
83%
 
I am given the resources and equipment to do my job.
80%
 
Management is approachable, easy to talk with.
80%
 

What They Do

We asked Lenox Advisors, Inc. to explain what they do. Here is what they had to say.

We build customized financial solutions for high net worth individuals, families and executives. Our objective is to understand their financial goals and values to develop customized strategies to protect, preserve and grow their wealth.

About this Company

Website: www.lenoxadvisors.com Industry: Financial Services & Insurance
US Headquarters: New York, New York, 10036 US Sites: 5
Major Locations: Chicago, Illinois, 60606; Los Angeles, California, 90071; San Francisco, California, 94111; Stamford, Connecticut, 06901 US Employees: 144
Corporate Structure: Private Founded: 1999

Habitat for Humanity

Perks and Programs

We asked Lenox Advisors, Inc. to share a few programs they feel really capture what's unique about their workplace. Here is what they had to say.

  • The Lenox Spotlight: A "peer to peer" award for employees to nominate their counterparts for outstanding partnership and support. This award includes a spotlight on the Lenox intranet portal and a certificate from peers. Winners are recognized at the annual Year-in-Review meeting.
  • The Lenox Standing Ovation: A "High-Five" Award is given from a Manager to any employee for performance above and beyond expectations. This award includes a spotlight on the Lenox intranet portal, a certificate signed by the manager and a monetary award up to $500. Winners are recognized at the annual Year-in-Review meeting.
  • The Lenox Foundation & Charitable Program: An organizational foundation & charitable program designed to bring the team, including management & employees, together regularly to voluntarily participate in giving back to the community through time & fundraising. In 2015, we held spinning marathons and volunteered at the National Jr. Disability Championship to support the Challenged Athletes Foundation, organized a National Sleep Out to raise funds for Covenant House, cooked dinners for Ronald McDonald House. In 2015 and 2016, we participated in Operation Backpack, Toys for Tots and NY Cares Coat Drive. In 2016, we volunteered at Holy Apostles Soup Kitchen, partnered with Habitat for Humanity, served dinners at Ronald McDonald and Covenant House, served lunch at the Commonwealth Veterans residence, participated in the ALS and Light the Night Walks, Red Nose Day and more.
  • Lenox "Jeans" Friday: Every Friday, Lenox employees can wear jeans to wrap up the week and wind down.
  • Lenox Summer Hours: From May through September, all employees work a compressed workweek in order to have Friday afternoons off.
  • Wind Down Wednesdays: Every month on a Wednesday, following the last commission close, all employees are invited to have lunch together. Each month features a special menu paid by Lenox to celebrate their hard work. On the last lunch of the year, employees had the opportunity to vote for their favorite lunch.
  • Skip-Level Lunches: Every month, a Managing Partner has lunch with a small number of employees to give them the opportunity to speak to senior management and spend time with their colleagues. The conversation is open, direct and informal. Employees are encouraged to ask questions and share suggestions. Feedback and themes from the lunches are gathered and used to guide future programs/initiatives.
  • Annual "Give Back" Initiative: Annually, Lenox comes together as a united team to select and partner with a national charitable organization. The goal is to make a difference together by giving back and helping support the communities where our professionals and clients live and work. In years past, the Lenox team has partnered with Covenant House and Habitat for Humanity to dedicate a specific amount of time - sometimes days, nights and even a full week – where each of our offices come together to give back. Together, we’ve raised hundreds of thousands of dollars across the U.S. to positively impact the communities in and around New York City, Stamford, Chicago, Los Angeles, and San Francisco.
  • Mid-Year and Year-in-Review: Twice a year, the company brings all employees together to provide an update on our business and spend time together as a team. The Mid-Year Event is held during the summer and the Year-in-Review is held in the first quarter. In 2016, the Mid-Year was held at Bowlmor for a private event. The team enjoyed a fun afternoon bowling, spending time in the arcade, shooting pool and much more. The Year-in-Review is our annual recognition meeting where we come together to review our full year financials, our future projections and recognize our year end promotions. It is an afternoon and evening to celebrate our success and our people.
  • Sporting Event Rewards: Lenox gains access to popular sporting events & venues in our office locations with the objective of recognizing employees & departments for special "above & beyond" performance and teamwork. Not only does this recognition provide a reward of time and fun outside of the office at an event they may not otherwise have the opportunity to access, it often also provides departments with the opportunity to enjoy a unique event together and build stronger working relationships.

COMPENSATION BY THE NUMBERS

3% Match of employee’s 401(k)/403b contribution up to 6% of salary80% Company-paid health coverage for employees (for Full time employees)
80% Company-paid health coverage for dependents (for Full time employees) 30 hours Weekly hours required for part-timers to receive health insurance
$5,250 Maximum Tuition Reimbursement
Turkey Bowl

WORK-LIFE BALANCE BY THE NUMBERS

33 days Paid time off after one year of full-time employment 10 days Paid time off after one year of part-time employment
23 days Paid sick days after one year of full-time employment 33 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

  • Flexible schedule (19% use it)
  • Telecommute option (38% use it)
  • Compressed work weeks
  • Onsite Amenities (Free hot beverages daily including Starbucks machine. Fully functioning kitchen with water cooler, fridge, microwave, dishwasher, ice machine and vending machines on each floor. Massage therapy, ping pong table, shoe shine service, end of summer ice cream social, health fair, flu shots, blood drive, CPR certification classes. Discounts on movie tickets, theme parks, shows, sporting events, hotel and retail stores. Employee discount for cell phone services, gym memberships, hair and spa services, American Management Association. Free lunch during educational sessions. Holiday party.)

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)
5 days Fully-paid paternity leave (does not include personal vacation or paid time off)5 days Average length of paternity leave new fathers take
60 days Job-protected parental leave for adoptive parents (including FMLA)30 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)

Community and Environmental Impact

16 hours Paid time off to volunteer $47,618 Philanthropic donations in last year
$3,350 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

Leadership Diversity

 

Workforce Diversity

 
The Leukemia and Lymphoma Society Light the Night Walk

DEMOGRAPHICS

 
Red Nose Day

How to Get Hired

We asked Lenox Advisors, Inc. 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 seek quality people who enjoy the challenge of an energetic environment dedicated to the financial care of our clients. A prospective employee should be process and detail oriented and flexible with strong verbal and written communication skills. They should also have the ability to multi-task and handle a fast-paced environment.

What can prospective employees do to get your attention?

A prospective employee should write a great cover letter, explaining where they came from, why they are interested in working at our organization, and what would make them a great fit with Lenox Advisors.

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

Candidates with experience in life insurance, investments or financial planning.

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

We are always looking to talk to talented individuals about their careers. If you are interested in working at Lenox Advisors, reach out to our Human Resources department, submit a resume through our website or contact us through LinkedIn.

hiring Outlook

10 Forecasted positions to fill in coming year -3% Job Growth
86 Average applicants per opening 4,110 Total job applicants
10% New hires by employee referrals 16% Openings filled by current employees
3 Recent graduates hired 19% Voluntary turnover for full-time employees
* All figures refer to 12-month period prior to reporting, unless otherwise noted.

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