At Marco, 87 percent of employees say their workplace is great.



This review is based on 624 employee surveys, with a 90% confidence level and a margin of error of ± 2.16. It was published on Sep 8, 2017. 16378 Visitors

What Employees Say

I am able to take time off from work when I think it's necessary.
I am given the resources and equipment to do my job.
Management is competent at running the business.
I'm proud to tell others I work here.
Management is honest and ethical in its business practices.

What They Do

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

We are a leading technology services company that specializes in business IT services, cloud services, managed services, telecom carrier services, copiers/printers, phone systems, document management and audio/video systems. We serve over 32,500 customers throughout the Midwest and nationally.

About this Company

Website: Industry: Information Technology
US Headquarters: St. Cloud, Minnesota, 56301 US Sites: 47
Major Locations: St. Cloud, Minnesota, 56301; Saint Louis Park, Minnesota, 55426; Fargo, North Dakota, 58104; Sioux Falls, South Dakota, 57104; Omaha, Nebraska, 68124; Des Moines, Iowa, 50323 US Employees: 1,094
US Revenues: $268.4 million Worldwide Revenues: $268.4 million
Corporate Structure: Private Founded: 1973

The Marco Fargo team enjoying a summertime RedHawks baseball game

Perks and Programs

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

  • Sales Quota Trip: Our sales representatives play a critical role in our success. Approximately half of our growth is organic and is the result of hard work and great service on our front lines. Each year we offer a Sales Quota Trip to reward the reps who meet his or her assigned revenue goal. The trip takes place in late winter at a luxury resort in a warm destination, such as Mexico, Jamaica or the Dominican Republic. Winners can bring a guest and are treated to five all-inclusive days and nights. Typically, 25% of the sales force meet the quota. Senior managers are invited to attend as well, making it a great networking event.
  • Service Leadership Awards Program: This peer-nominated program is available to all service team members. Employees vote on who they think has done an outstanding job serving our customers. At the end of the calendar year, all of the votes are tallied. The winners, their guests and their service managers are invited to an all-expenses-paid weekend away at a northern Minnesota resort in the spring. Typically, we meet a day early to tie in some training.
  • Gold Standard Salute Awards: These awards are rewarded to 10 employees per quarter. The employees are nominated and selected by their peers for outstanding performance in teamwork, customer service, quality ideas and self-development. The recipients are recognized throughout the organization.
  • Management Essentials and Selling Essentials: At Marco, we look at training as a best practice, not a one-time event. We’ve developed two in-house programs—Management Essentials and Selling Essentials—that make training an ongoing, internal and more personal process. Besides improving skills and defining the Marco culture, the programs help build a sense of community. These programs build internal peer groups that give the employee a stronger feeling of belonging. They also show the employee that the company and its leaders are invested in their growth because they take a personal and active role in the programs. This makes the employee feel more valued and empowered to succeed.
  • Continuous Improvement Programs: One word you’ll hear over and over at Marco is empowered. We want to empower our customers to make the best technology decisions for their businesses. We also want to empower our employees to go further in their careers and create a culture they want to be a part of. Our Continuous Improvement Programs help make that happen by providing practical tools that improve our business, our culture and our employees’ lives. We hold Kaizen and Continuous Improvement events on a quarterly and monthly basis, respectively. Employees submit suggestions on processes that need improvement. In the monthly and quarterly events, one employee from each department participates in a 2- or 3-day development session to create better ways of doing business.
  • Employee Survey: Every year since 1988, we have conducted an annual employee survey to get our employees’ perspectives on our culture. The survey is confidential and includes approximately 100 questions about work satisfaction, supervisor and executive leadership, training, continuous improvement, benefits and compensation. The survey concludes by asking employees to select the range of tenure they’ve worked at Marco. Based on the scores, we know if there are areas that need to be addressed. Improvements made as a result of the survey include healthcare plan enhancements, facility upgrades, enhanced company-wide communication, third-party compensation review and expanded learning and development. In 2015, our participation was 93%. Some of the results include: "Marco is a good employer" at 98% and "This is a fun and friendly place to work" at 95%.
  • Employee Wellbeing Initiative: The newest initiative that we have implemented throughout the organization takes on a broader approach to employee satisfaction along with work-life balance. Five formal, employee-led subcommittees are responsible for organizing events throughout the year pertaining to a specific area including: Career, physical, social, finance and community.


$47,947 Average salary and additional cash compensation for Copier Field Service Technician $117,475 Average salary and additional cash compensation for Technology Advisor
100% Match of employee’s 401(k)/403b contribution up to 5% of salary65% Company-paid health coverage for employees
50% Company-paid health coverage for dependents
The Marco Earth Day Run 5k participants


23 days Paid time off after one year of full-time employment 16 days Paid time off after one year of part-time employment
15 Days Paid time off as of first day of full-time employment 12 days Paid time off as of first day of part-time employment


  • Flexible schedule (1% use it)
  • Telecommute option (5% use it)
  • Compressed work weeks (5% use it)


60 days Job-protected maternity leave (including FMLA/STD) 35 days Fully-paid maternity leave (does not include personal vacation or paid time off)*
42 days Average length of maternity leave new mothers take42 days Job-protected paternity leave (including FMLA)
42 days Job-protected parental leave for adoptive parents (including FMLA)*
*Employees are not required to use all their personal paid time off before taking parental leave.


  • 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

8 hours Paid time off to volunteer $201,036 Philanthropic donations in last year
Yes Recycling program


  • HR Director 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
  • Non-birth parents in same-sex relationships can take parental leave

Leadership Diversity


Workforce Diversity

United Way of Central Minnesota 50th Anniversary Celebration


United Way of Central Minnesota Kick Summer Hunger Kickball Tournament

How to Get Hired

We asked Marco 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?

At Marco, some characteristics that make an individual a great fit is passion for the role they are interviewing for (i.e. fire in their belly to close a sale), an effective listener, personally self-aware, meaning that they understand themselves in order to know how they can work better with others, strong business acumen and professionalism and involvement in organizations or clubs that involve them in their community or area of interest. We like to see some connection of past experience, education or ability for the positon we are filling.

What can prospective employees do to get your attention?

To get our attention, prospective employees can provide a well-crafted and professional resume, appropriate follow-up measures expressing continued interest, show that they've made connections to individuals within the organization and that they stay engaged throughout the process.

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

With ambitious expansion and business goals in mind, Marco is always on the lookout for new talent and expertise that can contribute to every department in all 47 office locations.

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

Interested candidates have many opportunities to learn more about our organization and our culture. A few of the ways for individuals to find out more is through our website, follow and read our three blogs and through social media. By submitting an expression of interest and knowledge about our organization, we will see their engagement and desire to become a true Marco employee.

hiring Outlook

250 Forecasted positions to fill in coming year -2% Job Growth
40 Average applicants per opening 7,032 Total job applicants
23% New hires by employee referrals 9% Openings filled by current employees
20 Recent graduates hired 13% Voluntary turnover for full-time employees
38% Voluntary turnover for part-time employees
* All figures refer to 12-month period prior to reporting, unless otherwise noted.

Follow Marco

Related Companies