Epsilon
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What It's Like to Work at Epsilon
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 it like to work at Epsilon?
Strengths in flexibility, supportive culture, and structured development are accompanied by concerns about compensation levels, advancement pace, and management consistency. Together, these dynamics suggest a generally positive but uneven employer reputation where the experience can vary by team and geography.
Positive Themes About Epsilon
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Work-Life Balance: Flexible time off, remote options, and added "days of rest" indicate a results-over-hours philosophy that supports balance. Feedback suggests many teams can plan schedules around personal needs, including occasional work from different global offices.
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Learning & Development: Robust training across leadership, technical, sales, and product areas, plus internal career counseling and AI-supported upskilling, show strong commitment to growth. Feedback suggests employees can build expertise across technologies with structured resources.
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Team Support: The environment is frequently described as friendly, supportive, and open, emphasizing collaboration to deliver for clients. Core values around respecting all voices and working together reinforce a sense of support and belonging.
Considerations About Epsilon
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Low Compensation: Pay is at times described as slightly below the usual standard for comparable roles. Feedback suggests some view the tradeoff as acceptable given lower stress and decent raises, but compensation still lags expectations for certain positions.
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Career Stagnation: Progression can be slow in places, with limited advancement after initial learning or standardized work streams in some regions. Feedback suggests title movement and growth pace may not match ambitions in certain roles.
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Weak Management: Instances of unhelpful managers, process gaps, and a “hire and fire” approach tied to client retention point to inconsistency in managerial effectiveness. Feedback suggests some areas lacked clear structure and supportive guidance.
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