At The Thomas Collective, 88 percent of employees say their workplace is great.

EMPLOYEE RATINGS

     

This review is based on 16 employee surveys, with a 90% confidence level and a margin of error of ± 0.00. It was published on Dec 14, 2017. 1063 Visitors

What Employees Say

People celebrate special events around here.
100%
 
People care about each other here.
100%
 
Management is honest and ethical in its business practices.
100%
 
People here are willing to give extra to get the job done.
100%
 
Management is competent at running the business.
100%
 

What They Do

We asked The Thomas Collective to explain what they do. Here is what they had to say.

The Thomas Collective specializes in purpose-driven marketing-communications. They're best known for sales-driving campaigns in the consumer and lifestyle space, created through a social intelligence process, and implemted with consumer communications, digital & social media, experiential opportunities and brand citizenship programming.   

About this Company

Website: www.thethomascollective.com Industry: Advertising & Marketing
US Headquarters: New York, New York, 10001 US Sites: 1
US Employees: 19 Corporate Structure: Private
Founded: 2004

Where the Magic Happens

Perks and Programs

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

  • Summer Fridays/PTO: Six Fridays between Memorial Day and Labor Day Weekends are paid half days in addition to 11 paid holidays, 13+ paid vacation days that increase with tenure, 5 paid sick days.
  • Monthly Cultural Allowance: Each employee receives $100 per month to encourage employees to engage in cultural experiences that run the gamut of movies, music festivals, museum exhibits, political panels and restaurants, requiring only receipts and the sharing of one insight per month with the entire team via the agency’s “Cultural Bank”.
  • Trend Trip: An annual trip for all employees to study topical trends and ideate on the company’s business portfolio. We have been to Istanbul, Rome, Madrid, Oslo, Amsterdam, Reykjavik, Ecuador, Memphis, Paris, Honduras and Moscow.
  • Buddy Program: TTC’s “Buddy Program” pairs up a new employee with a seasoned team member from another team. The matches provide a resource for information regarding orientation, culture and process, and actively drives learning and development for both participants. Buddies have lunch outside of the office the first day with a couple of additional team members to answer questions from a variety of silos. Buddies then check-in monthly, these meetings are supported with a $100 stipend to encourage bonding over nice meals or interesting events. While the Buddy program is officially a one-year match, we have found that the mentor-mentee continues far beyond that program’s end, with the mentor remaining a valued advisor to the employee and is consistently one of the highest rated activities at the new employee’s first year review, with participants consistently praising the advocacy and friendship of their Buddies.
  • Office Celebrations and Summer & Winter Outings: Events focused on celebrating the agency and its collaborative spirit are thrown throughout the year: Thirsty Thursdays (weekly craft cocktail hours); potluck lunches (built around a theme); ice cream outings; and Beach Bum days—beach attire encouraged. In addition to these in-office events, TTC hosts summer outings with sails around Manhattan, taco tours, baseball games or a beach day on the South Shore of Long Island. TTC also celebrates every employee birthday, engagement and promotion with cake and champagne, and on work anniversaries, we give presents reflective of the employee’s tenure.
  • Staff Appreciation: The executive team meets every January to map out seven identifiable ways to convey our gratitude for our employees’ passion and commitment to the work. These displays of appreciation range from Cinco de Mayo kits of lime and tequila, to thank you notes, to an afternoon off to use a gifted picnic basket, to lunches with the firm’s president.
  • Cell Phone Reimbursements: Employees are reimbursed for their cell phone bills.
  • 401k Contributions: The company matches employee contributions up to 6% of salary.

COMPENSATION BY THE NUMBERS

$45,000 Average salary and additional cash compensation for Account Coordinator 100% Match of employee’s 401(k)/403b contribution up to 6% of salary
50% Company-paid health coverage for employees 50% Company-paid health coverage for dependents
50% Company-paid health coverage for part-timers 20 hours Weekly hours required for part-timers to receive health insurance
The Difference is Our People

WORK-LIFE BALANCE BY THE NUMBERS

30 days Paid time off after one year of full-time employment 15 days Paid time off after one year of part-time employment
5 days Paid sick days after one year of full-time employment 5 days Paid sick days after one year of part-time employment
27 Days Paid time off as of first day of full-time employment 13 days Paid time off as of first day of part-time employment

FAMILY CARE BY THE NUMBERS

80 days Job-protected maternity leave (including FMLA/STD) 60 days Fully-paid maternity leave (does not include personal vacation or paid time off)
80 days Job-protected paternity leave (including FMLA)60 days Fully-paid paternity leave (does not include personal vacation or paid time off)
80 days Job-protected parental leave for adoptive parents (including FMLA)60 days Fully-paid parental leave for adoptive parents (does not include personal vacation or paid time off)
*Employees are 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

$50,000 Philanthropic donations in last year Operations Manager Leads environmental impact team
Yes Sustainable commuting program Yes Recycling program

Diversity

  • Operations Manager oversees diversity and inclusion practices
  • 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: Under-represented racial/ethnic minority groups; Women; Lesbian, gay, bisexual or transgender employees; Disabled employees; Speakers of English as a second language; Employees reentering the workforce
  • 10 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

 
Celebrations are a Cornerstone of Our Agency

DEMOGRAPHICS

 
We Love to Have Fun Together

How to Get Hired

We asked The Thomas Collective 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?

  When we meet an individual that is curious about the world, evidenced by anything from world travel, flamenco dance classes or a scuba diving certification; a confident and genuine personality; values that include transparency, respect, diversity of thought, accountability and joy; a varied resume that has given them different life and service skills; demonstration of teamwork; and a passion for learning, we know they would be a great fit for us. 

What can prospective employees do to get your attention?

A cover letter, written beautifully, and devoid of any grammar or spelling errors, is a great start. The inclusion of thoughtful insights on our firm's work or industry makes it even more attention-grabbing. Application of one's background to our work and a clear reason why they see themselves at the Thomas Collective will almost always win them a meeting with us – regardless of whether we are currently hiring. And if you get a meeting, send a thank you. We're old-fashioned, that way.  

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

We will be looking for candidates in the digital space who possess both technical- and creative-problem thinking skills; specifically, with experience and passion for understanding how trends form, and who get excited about solving data puzzles. And we are always looking for people who not only envision how to frame a narrative, but who have the capacity to see new ways to tell a compelling story.  

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

Starting with our website is always a good start. If they're interested in what they learn, we'd suggest writing the cover letter we described above and then sending to our Human Resources Manager; every email is read and kept on file. (what is that email address?)  

hiring Outlook

2 Forecasted positions to fill in coming year 27% Job Growth
100 Average applicants per opening 300 Total job applicants
25% New hires by employee referrals
* All figures refer to 12-month period prior to reporting, unless otherwise noted.

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