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

EMPLOYEE RATINGS

     

This review is based on 62 employee surveys, with a 90% confidence level and a margin of error of ± 4.38. It was published on Aug 15, 2017. 12399 Visitors

What Employees Say

People celebrate special events around here.
94%
 
Management is honest and ethical in its business practices.
94%
 
I am able to take time off from work when I think it's necessary.
94%
 
I'm proud to tell others I work here.
92%
 
People care about each other here.
92%
 

What They Do

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

Peppercomm is a strategic marketing and communications firm that combines the insight of established experts with the entrepreneurial spirit of an up-and-comer. While very serious about the work we do, we do not take ourselves too seriously.

About this Company

Website: www.peppercomm.com Industry: Advertising & Marketing
US Headquarters: New York, New York, 10016 US Sites: 2
Major Locations: New York, New York, 10016; San Francisco, California, 94105 US Employees: 79
US Revenues: $18.9 million Worldwide Revenues: $20.5 million
Employees Worldwide: 1 Corporate Structure: Private
Founded: 1995

Stand Up Comedy

Perks and Programs

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

  • Birthday Day: All employees are given an extra day off in the month of your birthday for your personal celebration.
  • Work From Anywhere Days: Specified days each month when employees can work from home or from another location to allow for flexibility and variety in work locations.
  • Office Travel Program: Periodic employee trips to work from other offices to experience the different cities and build stronger connections with remote co-workers.
  • Stand-up Comedy Training: Training on stand-up comedy skills set in a New York City comedy club and intended to promote team work, better story telling, relationship building, listening skills and more.
  • Dream Day: An annual employee offsite to dream up ideas for the company's future and for the industry as a whole. This is part of the company's culture of soliciting ideas from every facet of the organization and to encourage employees to always ask, "What's new?" and "What's next?"
  • Volunteer Day: A paid day off to use at your convenience. It is used to give back to a cause close to your heart in the communities where you live and work.
  • Free Food and Snacks: In every location, snacks, food and beverages are available to help employees power through the day. Seltzer is a big winner, as is the candy bowl (heavy on the dark chocolate)!
  • Monthly Employee Events: From happy hours and Broadway show outings to group sporting events like kickball, softball or field day Peppercomm provides a variety of employee outings to help employees bond, relax and explore their communities.
  • Flexible Work Arrangements: We provide custom and flexible work arrangements for parents (even pet parents), employees who need to provide parent care, and many other situations that require temporary flexibility in work schedules or arrangements.
  • Meditation and Movement: A forty-day meditation and movement challenge combining in-person learning sessions and daily videos and tips to help people develop a meditation practice and to learn standing/sitting stretches that can be applied throughout the day to refresh and recharge.

COMPENSATION BY THE NUMBERS

25% Match of employee’s 401(k)/403b contribution up to 6% of salary60% Company-paid health coverage for employees
60% Company-paid health coverage for dependents 60% Company-paid health coverage for part-timers
25 hours Weekly hours required for part-timers to receive health insurance
Time for softball!

WORK-LIFE BALANCE BY THE NUMBERS

24 days Paid time off after one year of full-time employment 5 days Paid time off after one year of part-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)
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)10 days Average length of paternity leave new fathers take
$1,500 Adoption benefit60 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.

FAMILY CARE PROGRAMS

  • Lactation room(s)
  • Paid sick leave to care for a child or relative

HEALTH INSURANCE COVERS

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

Community and Environmental Impact

8 hours Paid time off to volunteer $1,500 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
  • Formal programs (such as resource groups, mentorship, networking, or other affinity groups) support professional development for: Women
  • Non-birth parents in same-sex relationships can take parental leave

Leadership Diversity

 

Workforce Diversity

 
First Annual Field Day

DEMOGRAPHICS

 
Break for Chess

How to Get Hired

We asked Peppercomm 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?

Curiosity - The best candidates can demonstrate that they're life-long learners, and that they don't just go with the status quo, but rather display and present an intellectual case for alternative perspectives. Drive and Ownership - People who set goals and accomplish them, who see problems not as obstacles, but as opportunities fit in well we here. We look for people who will wrok together as a team towards success and own their part of that puzzle. Humor - This goes without saying. We like to bring on people who can bring levity to a situation; a person others in the firm and our client base want to work with...people who take the work seriously, but have fun while they keep at it.   Empathy - This is a team-based business and a service-based business. People who care about others and care to understand their experiences and perspectives are critical. 

What can prospective employees do to get your attention?

Prospective employees stand out when they know our business and our culture. They understand what our organization stands for and is doing, and can connect their experience to those areas. They've done their research and are crafty in how they develop connections at the firm and demonstrate a consistent desire to join the team. 

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

Analytics - We're looking to bring in an expanded skill set around data science and marketing science.  Customer Experience - CX and UX professionals who understand the social sciences, technology and design are very important to our teams.   Strategy - Strategists with a background in marketing and digital communications will continue to join our teams.    

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

Send qualifications and queries - think about standing out! - to jobs@peppercomm.com. 

hiring Outlook

10 Forecasted positions to fill in coming year -8% Job Growth
138 Average applicants per opening 3,175 Total job applicants
75% New hires by employee referrals 8% Openings filled by current employees
8 Recent graduates hired 12% Voluntary turnover for full-time employees
* All figures refer to 12-month period prior to reporting, unless otherwise noted.

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