Memo is on a mission to empower comms & media with accurate data & insights.

“Our rule is to treat everyone with respect and understand that everyone has a personal life that is just as, if not more, important than the job. Face-time for the sake of face-time is highly discouraged as long as expectations are being met. We are extremely flexible when employees need to handle a personal matter or need time off. We have unlimited vacation and encourage employees to use at least two weeks a year. We try to strike a balance between making sure there are enough social events while not overloading the team with what feels like work obligations. Most importantly, none are mandatory. Quarterly virtual events: We choose a game prior, such as karaoke roulette, skribbl, at-home scavenger hunts, and bingo. They take place across US and Portugal time zones to accommodate all employees. Semi-annual local events: US employees have the option of attending either the Los Angeles or New York events based on their proximity to each coast. Our most recent event was a murder mystery scavenger hunt at the American Museum of Natural History in New York. Semi-annual company in-person week: All employees fly into New York for a week of working together, team-building activities, and company dinner. Optional monthly in-person: During our monthly town hall, employees in New York, Los Angeles, or Portugal have the option of working together at a coworking space. Slack channels: Our #praise, #virtualwatercooler, and #bingeworthy channels cover everything from employee appreciation and impact, to personal milestones and pet photos, to the latest tv shows.”

“We believe that benefits and the flexibility to find a work-life balance are essential to fostering a happy and healthy culture. We offer competitive salaries, equity, 401k, employer-contributed healthcare, support for mental well-being, paid parental leave, commuter benefit, flexible working hours, unlimited time off, 11 paid holidays, hybrid or 100% remote options, a quarterly virtual event, semi-annual local events, semi-annual company-wide events, and the proper equipment and tools needed for each role. What’s unique for us is that we try to strike a balance between doing a lot but not too much. We execute this by having a constant dialogue with our employees. Learning and development plans for each department are created through employee feedback. We want to know how employees are interested in learning (i.e. online courses, certifications) and the skills that they want to develop. For example, our Customer Experience team includes Customer Operations and Insights. After speaking with them, we realized that both teams were interested in strengthening their coding skills in addition to taking coursework on new tools and platforms. After researching online learning options, we decided to use Datacamp to allow online learning at their own pace. Another example, our CTO concludes his weekly one-on-ones by asking about skills that the employee wants to develop. Through this consistent question, we were able to identify that the team wanted to attend the same online summit. This also provided the opportunity for pairing sessions to teach new skills across the team.”