Adthena
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Adthena Company Culture & Values
This page was generated by Built In using publicly available information and AI-based analysis of common questions about the company. It has not been reviewed or approved by the company.
What's the company culture like at Adthena?
Strengths in collaborative support, values consistency, and empowering flexibility are accompanied by challenges around directional clarity, regional benefit disparities, and performance pressure in commercial roles. Together, these dynamics suggest a generally positive, values-led culture with strong trust and teamwork, tempered by scale-up variability and role- or location-specific tradeoffs.
Positive Themes About Adthena
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Collaborative & Supportive Culture: Colleagues are often described as collaborative, with teams helping each other succeed and managers backing ideas and development. Descriptions of flexibility, transparency, and shared goals point to a supportive environment where people feel part of a team.
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Authentic & Consistent Values: Careers materials and employee testimonials consistently reference the same core values—Freedom with Responsibility, Smart & Always Improving, Get Shit Done, and Delivering Remarkable Quality—in daily work. Statements about personal alignment with these values and their practical emphasis on results and quality indicate values show up in practice.
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Empowering & Trusting Leadership: Policies such as trust-based/unlimited leave, flexible hours, and remote-first practices signal high autonomy and adult trust. Benefits like remote-work allowances and ownership of outcomes suggest leaders empower individuals to manage how they deliver results.
Considerations About Adthena
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Change Fatigue & Ineffective Decision-Making: Leadership is at times characterized as scattered, with direction feeling uncertain in a small, evolving organization. Shifting priorities and a niche, complex product can create day-to-day ambiguity for some teams.
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Favoritism & Inequity: Regional differences in benefits and holiday observance—especially in the U.S. versus UK/Europe—are pointed out as weaker in some locations. Such disparities can influence how “valued” feels in practice across markets.
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High-Pressure & Micromanaging Culture: Quota-driven roles face hard targets, long cycles, and variable attainment that can feel demanding even amid good enablement. Incentive mechanics and sales pressure may dampen perceived recognition for some in go-to-market teams.
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