Company Employee Analysis

Part
01
of 39
Part
01

Company Employee Analysis 1

BenevolentAI has its headquarters located in London, UK. The company has an estimate of 51-200 employees, with 109 employees in London and 27 in New York. Detailed information has been entered into the attached spreadsheet. Pictures of the BenevolentAI offices are located within this google document.

BenevolentAI-Locations

  • BenevolentAI has its headquarters in London, UK. Additionally, the company also has offices in Cambridge, UK, and New York, US.

Employee Overview

  • BenevolentAI has an estimate of 51-200 employees. According to the company's LinkedIn profile, 109 employees are in London Uk, 33 in Cambridge UK, and 27 are in New York.
  • The company's headquarters in London consists of different types of employees, such as software engineers, marketing managers, SVP of product development, SVP of people, the executive director, machine learning engineers, and senior product managers.
  • In Cambridge, employees consist of project managers and leaders, directors, and IT managers, while the major set of employees in the US includes engineers, scientists, and development officers.
  • BenevolentAI currently has 11 job openings. In 2019, the company grew its employee count by 11%.

Organizational Chart

  • Mulvany is the executive chairman of the BenevolentAI company.
  • Joanna Shields is the chief executive officer of the BenevolentAI company.
  • Jackie Hunter is the CE, clinical and strategic partnerships.
  • Ivan Griffin is the co-founder and SVP of partnerships.
  • Michael Brennan occupies the position of the head of corporate development.
  • Alix Lacoste is the vice president of data science.
  • Dylan Curley is the SVP of product development.
  • Anne Phelan occupies the position of the chief scientific officer.
  • Ben Medlock is currently the chief technology officer.
  • Bruce Campbell is the scientific advisor.
  • Catherine Tucker is the vice president of business development.
  • Daniel Neil is the vice president of artificial intelligence.

Research Strategy

To carry out this research, we started by searching through the company's website, LinkedIn profile, social media platforms, and trusted media sites. Through this method, we were able to identify most of the information needed. Information on geographical growth and geographical expansion was unavailable.
The research team got creative and decided to search through the companies annual report; we were hoping to identify any mention or indicator of geographical growth or expansion within the next 3 years. This search method proved abortive because BenevolentAI is a private company, and it is under no obligation to publish its annual reports.
Finally, the research team searched through the company's publications, official blog site, industry news/articles, news sites, and publications. This search method proved abortive as well.


Part
02
of 39
Part
02

Company Employee Analysis 2

Bombora has offices in New York, California, Nevada, Colorado, and London. Detailed information of the company has been presented in column D, rows 19-32 of the attached spreadsheet. 

Bombora

  • Bombora has its headquarters located in 419 Park Avenue South, Floor 12, New York, United States.
  • Bombora grew its employee count by 13% last year.

Research Strategy

To carry out this research, we started by searching through the company's website, press releases, annual reports. Through this method, we were able to identify some information like company location, employees, organization structure, etc. However, information on geographical growth, geographical expansion, and any information on the consequences for no growth were unavailable. The company is privately-held; as a result, we could not access its annual reports, and the official website does address its strategic decisions.

The research team also tried to find the required information in media sites like PR Newswire, Business Wire, and Business Insider, but could only find information on the latest partnerships, technology solutions, etc. We then looked for information on different company databases, such as Crunchbase, Comparably, and Growjo, among others. Through this strategy, we were able to identify the employee growth percentage, company revenue, etc. but the research team was not able to find information on geographical expansion plans.
Part
03
of 39
Part
03

Company Employee Analysis 3

The attached spreadsheet's column E rows 19-32 are updated with the requested details of Cheetah Digital. The company's headquarters is in Chicago, Illinois, United States.

Key Findings

  • Cheetah Digital has offices located in 13 countries: Chicago, Illinois, United States (HQ), London, United Kingdom, Munich, Germany, Paris, France, Madrid, Spain, Sydney, Australia, Mumbai, India, Sao Paulo, Brazil, Heredia, Costa Rica, Admiralty, Hong Kong, Tokyo, Japan, Kuala Lumpur, Malaysia, and Singapore.
  • The company's headquarters, US, has the most employees (382).
  • Peter McCormick, Executive Chairman, is Cheetah's Executive Sponsor/ Senior Responsible Owner.
  • The company's office is located in a skyscraper building, Guaranty Building, at 72 W Adams St 8th floor, Chicago. The exterior of the building is gray, and Cheetah occupies approximately 16,000 square feet.
  • Cheetah Digital plans to expand its operations in Indianapolis by tripling its employment there and creating over 100 high-wage jobs by 2021.
Part
04
of 39
Part
04

Company Employee Analysis 4

The following is the requested information for ExecOnline. Your research team has looked into office locations, office locations with the most employees, number of employees per office location, the types of employees in each office location, what the office looks like (and provided pictures), employee growth, company growth drivers, fast-growing team/organizational units, consequences of slow growth, executive sponsors, geographic expansion and the organizational structure of the company. A spreadsheet of findings can also be found here:

OFFICE LOCATIONS


LOCATION OF MOST EMPLOYEES

  • The company is headquartered in New York.
  • As per the company's LinkedIn, that is also where it has the most employees (56).
  • The exact address of HQ is 31 Penn Plaza, New York, NY 10001.

NUMBER OF EMPLOYEES PER LOCATION

  • LinkedIn reports that the company has between 51-200 total employees.
  • Of those, 155 list ExecOnline Inc. as their current employer (including part-time roles).
  • 56 are located in New York.
  • 39 are located in Washington.
  • 10 are located in San Francisco.
  • 5 are located in Chicago.

TYPE OF EMPLOYEE IN EACH LOCATION


WHAT DOES THE OFFICE LOOK LIKE


EMPLOYEE GROWTH

  • Moguldom reports that ExecOnline had 35 employees in 2017.
  • And with LinkedIn reporting that the company had 155 employees in 2020, and assuming a linear growth rate between 2017 and 2020, then the number of employee growth in the past 12 months was 64.21%.

GROWTH DRIVERS

  • ExecOnline programs generate a 76x return on investment, fueling overall company growth.
  • They also focus on providing exceptional client services to customers through their employees and dedicate entire account team to client throughout the program.
  • They also target a small niche in the market- the “critical middle” senior and middle managers who are responsible for executing strategy, and thus are better able to understand, and serve their needs.
  • ExecOnline also partners with top business schools in the industry to create online leadership development solutions and have been recognized by Forbes for their ‘revolutionary approach’.

TEAMS/ORGANIZATIONAL UNITS THAT HAVE GROWN


CONSEQUENCES OF SLOW GROWTH

  • The last funding round for ExecOnline was based on the need for the company to further develop its proprietary L&D program, increase sales, and expand marketing efforts. If significant growth is not achieved, then the company may lose its funding, as well as its fast-growing business development, sales and data departments as a consequence.

EXECUTIVE SPONSORS


NEXT GEOGRAPHICAL EXPANSION

  • ExecOnline is still currently developing its Chicago office location, as it only has 5 employees based there.
  • Moreover, it still hasn't updated all of its websites to include the Chicago office, including its careers website.

GEOGRAPHICAL EXPANSION IN THE NEXT THREE YEARS

  • While ExecOnline hasn’t published or reported its next geographical expansions, the logical expansion is Houston or Dallas.
  • Just behind New York (42), both Houston (24), and Dallas (12) host the second and third-largest number of Fortune 500 companies, which are prime targets for the company’s Executive Programs.
  • Its other office in Chicago ranks 6th among cities hosting Fortune 500 companies.

ORGANIZATIONAL STRUCTURE


RESEARCH STRATEGY

In response to the employee growth request, our research indicated that the company had around 35 employees in 2017, and 155 in 2020. As a result, we assumed a linear growth rate between 2017 and 2020, and setup the equation: 35(1+x)^3=155. Solving for x yields the employee growth rate, which in this case, was 64.21%.
Part
05
of 39
Part
05

Company Employee Analysis 5

INTL FCStone Inc has a single office location in the world. It is located in New York, United States. Between 2019 and 2020, NTL FCStone Inc's number of employees increased from 1,700 to 2,091. Additional details are accessible on rows 19-32 of the attached spreadsheet.

Office Locations

Main Employee Location

  • Since NTL FCStone Inc has only one location which is in New York, this research assumes that it New York office is its primary location.

Number of Employees per Location

  • All 2091 employees of NTL FCStone Inc are in New York. The use of a single location implies that the company has 2091 employees per location.

Types of Employees in a Location

  • Based on the hired categories, the types of employees in NTL FCStone Inc's single location are legal employees, administrative, sales & BD, operations, support, retail, technology, and finance staff.

Office Design

  • Based on the exterior, NTL FCStone Inc office is a stylish multi-storey building beside the Intersection between W 44th St and 5th Avenue. On the interior, its design is spacious and well-lit with whitish walls and ceilings. It also has bold inscriptions of NTL FCStone on the wall and a transparent glass wall design that gives it a view of the surroundings.

12-Month Full-Time Employee Growth Rate

  • Between 2019 and 2020, the number of NTL FCStone Inc's employees increased from 1,700 to 2,091.
  • This represents ((2091-1700)/1700)*100% = 23%.

Reasons for Growth

  • The most recent reason for the growth of NTL FCStone Inc (based nits 2019 financial report) is due to the addition of many fresh front-office employees. The reason these front-office employees got recruited is not made public.

Teams that are Growing

  • Without stating the staff that constitutes front-office employees, NTL FCStone Inc has revealed in its most recent annual report that front-office employees make up the teams that are growing. Sales and marketing teams are among the teams that most often constitute front- office employees. This research assumes that the sales and marketing teams of NTL FCStone Inc represent its front-office employees and are among teams that are growing.
  • The headcount of the "administrative department" is also increasing.

The Consequence of Not Growing

  • The consequence of not growing the number of its employees is not made public by NTL FCStone Inc. However, the company reveals that the recent growth of its employees gave rise to an increase in fixed compensations as well as fixed benefits. It also gave rise to variable compensation and variable benefits.
  • These "variable expenses" gave rise to an increase in operating revenues to 43% compared to 42% in the previous year. This increase implies that if this growth in the number of employees had not taken place, the operating expenses of NTL FCStone Inc would have been less.

Executive Sponsors

  • There is limited information on the executive sponsors of the NTL FCStone Inc.
  • The chief executive officer, who is the president as well as director of the chief executive officer, president, and director, is Sean O'Connor. The chairman of the board of directors is also a director of NTL FCStone Inc is John Radziwill.
  • An executive sponsor is often a project sponsor or the senior responsible owner of a project. The executive sponsor is usually a senior member of a company's project board and is also often the chair of the board. This study considers the chief executive officer (Sean O'Connor), and the chairman of the board of directors of INTL FCStone (John Radziwill) as senior members that meet the above criteria (they can be called executive sponsors) and can serve on project boards.

Current Expansion Plans

  • There are limited public insights on the geographical region that INTL FCStone Inc plans to grow to next. The company recently decided to acquire GAIN Capital Holdings, Inc to expand its client segments as well as its geographic market opportunities. There are no insights specific to opening a new office location apart from its current location in New York.
  • GAIN Capital Holdings has its headquarters in New Jersey. It also a global presence along with over 800 staff spread across North America, Europe as well as the Asia Pacific.

Three-Year Expansion Plans

  • There are limited public insights on the three-year expansion plans of INTL FCStone Inc.
  • NTL FCStone Inc intends to target new geographic locations as well as expand its services in geographic areas where there are unmet demands for its services. The company is also pursuing small-sized to medium-sized acquisitions. NTL FCStone Inc is focusing primarily on acquiring targets companies that meet specified criteria. These include client-centric organizations that will help it expand into new asset classes, client segments as well as geographies, where it currently has a limited market presence.[10]

Organizational Chart

  • The organizational chart of NTL FCStone Inc includes several individuals with various roles which include:
  • Sean O'Connor (chief executive officer, president, and director), Annabelle Bexiga (director), Scott J. Branch (director), Diane L. Cooper (director), John M. Fowler (director), Steven Kass (director), Bruce Krehbiel (director), Eric Parthemore (director), John Radziwill (chairman of the board of directors and director).
  • William J. Dunaway (chief financial officer), Tricia Harrod (chief risk officer), Xuong Nguyen (chief operating officer), David Bolte (secretary and deputy general counsel). Bruce Fields (group treasurer), Aaron Schroeder (group controller), Philip A. Smith (chief executive officer of Europe, Middle East and Africa, and Asia operations), Charles Lyon (executive vice president — INTL FCStone Financial Inc.), and Mark Maurer (chief executive officer — INTL FCStone Markets, LLC).

Research Strategy

The study has examined the requested information in rows 19-32 of the attached spreadsheet for INTL FCStone Inc. This strategy reviewed the company's office locations, primary employee location, number of employees per location, types of employees per location, office design, 12-month full-time employee growth rate, and reasons for growth. Other insights investigated include teams that are growing, the consequence of not growing, executive sponsors, current expansion plans, three-year expansion plans, and organizational chart. Resources reviewed include comparative analysis databases such as Crunchbase, Craft, Zoom Info, among other databases, the company's websites, its annual reports, as well as credible news and media reports. This strategy uncovered the company's office locations, primary employee location, number of employees. It also revealed the profile of individuals associated with INTL FCStone. However, no insight revealed the company's executive sponsors or the geographical region that the company plans to grow to next. The company has not made its three-year expansion plans public. Additional research disclosed that an executive sponsor is sometimes called a project sponsor or the senior responsible owner. He/she is usually a senior member of a project board and is often the chair. The study considers the chief executive officers and the chairman of the board of directors of INTL FCStone as senior members that can serve on project boards and qualify as executive sponsors.
Part
06
of 39
Part
06

Company Employee Analysis H

Jones Knowles Ritchie plans to expand to new European markets. James Nixon, who was announced as the new CEO of JKR Europe will lead the expansion plans. Details of the company have been provided on rows 19-32, column H of the attached spreadsheet.

Summary

  • Jones Knowles Ritchie has three offices located in London, New York, and Shanghai.
  • The company's largest workforce is located in its London, UK office.
  • Type of employees at each office location:
    • New York office: Business operations, designers, account executives, marketing and advertising, sales, IT, project managers, public relations, administrative, and freelancers.
    • London office: Designers, freelancers, account managers, senior management and C-Suites, business development managers, IT, marketing, HR, administrative, PR.
    • China office: Designers, account executives, and administrative.
  • Photos of Jones Knowles Ritchie London office can be found here.
  • Over the past 12 months, the company employee size has grown by 11.8%.
Part
07
of 39
Part
07

Company Employee Analysis 7

MongoDB is rapidly expanding and innovating its product offering; understaffing will lead to inefficiency in managing the products and services and may lead to a decline in revenue and loss of clients. Details of the company have been presented in the attached spreadsheet.

Summary

  • MongoDB registered an increase in customer base; the company added 751 new clients in Q4 of 2019.
  • The company's employee grew by 28.3% in 12 months.
  • MongoDB plans to continue expanding its self-serve operations to become a world-class, product-led growth engine and also develop and enhance its "partner relationships to grow their market presence and drive greater sales efficiency."

Organizational Structure


Part
08
of 39
Part
08

Company Employee Analysis 8

Adstream has two offices, one in London (United Kingdom) while the other in New York (the United States). The company recently witnessed a reduction in the number of its employees. Additional details about Adstream are in rows 19-32 of the attached spreadsheet.

Office Locations

  • Adstream has two office locations. They are in London (United Kingdom) and the United States (New York), respectively.

Main Employee Location

  • The Headquarters location of Adstream is in London.
  • Adstream's London office has about 212 employees.
  • The LinkedIn, web pages, and news resources associated with Adstream do not reveal the number of employees in its United States (New York) office. Adstream has a total of about 485 employees. Since the company has only two locations, the number of its United States employees = Total number of employees — number of employees in the United Kingdom. Thus, 485-212 = 273 employees in the United States.
  • Based on the number of employees, the United States is the primary location of Adstream, as shown from the calculation above.

Number of Employees per Location

  • Adstream has 212 employees in the United States and 273 employees in the United States (calculated above).

Types of Employees in a Location

Office Design

  • The United Kingdom's office location of Adstream is on a whitish multi-storey building at the intersection between High-Holborn Street and Endell Street.
  • On the interior, Adstream's reception has brown floors, whitish walls, and ceilings that are well lit. The reception area has a spacious basement with strategically placed ornamental plants to add beauty to the environment.

Twelve-Month Full-Time Employee Growth Rate

  • There is limited insight available to the public on the twelve-month full-time employee growth rate of Adstream.
  • In 2018, Adstream had 550 employees spread across 36 offices in several countries in several countries. By 2020, the number of employees had reduced to 485 in two locations (the United States and the United Kingdom). 550 – 485 = 65 released employees in two years (between 2020 and 2018).
  • By percentage, the percentage change in employees = (65/550)*100% = 11.8% in 2 years or 11.8%/2 = the release of 5.9% of employees released per year.

Reasons for Growth

  • There are limited insights into the reason for the negative growth of Adstream's employees to the public. Adstream is a privately held company and is not obliged to make this information public.
  • In 2019, Adstream announced that it had developed new methods of digital asset management through the use of creative logistics or analytics solutions. The company revealed that it had launched a new project that would reduce process inefficiencies by $80 billion for the advertising as well as marketing industries. The company implemented this by eliminating labor-intensive (high employee dependence) and highly-manual advert campaign workflows.
  • Unlike its previous hand workflows that had individuals implemented day-to-day management, Adstream's new system uses autonomous artificial intelligence-powered marketing assistants that run in the cloud. The study assumes that automating workflows to reduce process inefficiencies and save cost may be the reason Adstream reduced the number of its employees when it did. The company may decide to lead by example or practice what it is preaching.

Growing Teams

  • Despite reducing the overall number of its employees between 2018 and 2020, Adstream revealed on its website page that has a list of its management staff that managers can apply to join its management team because its team of managers is growing.
  • This insight implies that the team that is declining in number is not management related. Thus, while the management team is still increasing (positive growth), the non-management team (operations) is the likely team decreasing (it most likely reduced between 2018 and 2020). This negative growth aligns with the discovery made above that Adstream has automated its operations and needs fewer operational staff to process inefficiencies and expenses or costs.

The Consequence of Not Growing

  • The consequence of not reducing its operational staff (negative growth) as analyzed above may lead to process inefficiencies, increased expenses that can be lowered (and consequently lesser profits).

Executive Sponsors

  • There is limited information on the executive sponsors of Adstream. Bruce Akhurst is the executive chairman, while Daniel Mark is the chief executive officer of Adstream.
  • An executive sponsor is often a project sponsor or the senior responsible owner of a project. The executive sponsor is usually a senior member of a company's project board and is also often the chair of the board. This study considers the chief executive officer of Adstream and its executive chairman Daniel Mark and Bruce Akhurst as senior members that meet the above criteria (they can be called executive sponsors) and can serve on project boards.

Current Expansion Plans

  • There are limited insights into the current geographic expansion plans of Adstream.
  • To increase the reach of its services as well as grow its company, Adstream launched a social's visibility or control tool in April 2020. The new tool to revolutionize content delivery using social media at an unprecedented scale.
  • Adstream intends to bring scalability "to the social media content" supply chain for several brands or agencies in a way that no other company has done.

3-year Expansion Plans

  • There are limited insights available to the public on the three-year expansion plans of Adstream.
  • Adstream partnered with The TEAM Companies (TTC) since 2018 to expand its relationship and help the company save millions of dollars that would otherwise get spent on litigation.

Organizational Chart

  • The organizational chart of Adstream includes several individuals with various roles which include the following:
  • Bruce Akhurst (executive chairman), Daniel Mark (chief executive officer), Tim Emly (chief financial officer), Jodie Thompson (chief of staff), and Warwick Syphers (commercial director). Geoff Hoffmann (chief revenue officer, CEO North America), Andy Hopkinson (chief customer officer), Katie Nykanen (chief technology officer)
  • Sonia Garcí­a Vilas (director-general Spain & Portugal), Antal Pal (managing partner MENA), Celso Vergeiro (CEO Brazil), Georgie Charlish (managing director, Australia, NZ), Dimitris Mavrikakis (managing director Greece), and Rudolf Kukac (general manager, the Czech Republic).
  • Mike Smit (managing director South Africa), Dipali Mahesh (managing director India), David Freeman (business director Japan), Emric Pasternak (managing director, France), Ricardo Parravicini (managing director, SE Europe), Tee Kuboki (executive director Japan), Kennis Chu (managing director China), Sabrina Abdullah (general manager, South East Asia), and Anita Kuripla (general manager, Hungary)

Research Strategy

The research has investigated the requested information for Adstream and populates rows 19-32 of the attached spreadsheet. Resources reviewed include LinkedIn profiles of Adstream, the company's web pages, credible news, and media resources, comparative analysis databases like Crunchbase, Craft, among other resources. This strategy examined locations that Adstream has offices, the place that the company has the most employees, the number of employees per office location, and the primary type of employees per location. Another investigation determined by what figure Adstream's employees have grown within the past 12 months and its teams or organizational units that have increased in number the most. The research also investigated the consequences of not growing at a particular rate, Adstream's executive sponsors, the geographical region that the company plans to grow to next, including the regions that the company plans to expand to in the next three years as well as its organizational chart. This strategy uncovered insights like the number of employees per location, office locations, among other pieces of information. There was limited information available to the public on the number of employees in the United States. The research proceeded by subtracting the number of United Kingdom Staff from the total number of staff since the company has only two locations. Other insights that were not available to the public include reasons for the company's loss of employees (negative employee growth) or teams that are growing. There were no insights related to the consequences of Adstream employees not increasing or reducing, its executive sponsors, current expansion plans, or three-year expansion plans. The study has researched insights that appear related to the missing pieces of researched information and explains their importance in the research. There may be insufficient public information about Adstream because it was formerly known as Dubstat. Its LinkedIn profile confirms that the company was once known as Dubstat, and only 14 of its employees are on one of its LinkedIn page (as staff members of Adstream). Some of Adstream's employees may not have updated their profiles (changed from Dubstat to Adstream) or are not on LinkedIn, which is a factor responsible for limited well-coordinated social media statistics of the company or its employees.

Adstream has only two office locations and is a privately held company. As a privately held company, Adstream may not be under any obligation to make its data public. Due to the limited availability of the data on Adstream, the research has also examined the individual profiles of Adstream employees to aggregate data to give a broader picture of Adstream where necessary. Since Adstream has only two locations (in the United States and the United Kingdom), the research considers employees with United States profile as the most likely staff of Adstream in the US, while those with UK profiles are most likely associated with the United Kingdom's location of Adstream. Employees of Adstream that have Facebook profiles or social media profiles outside the United States or the United Kingdom are not in the study (where the required information is location-based). A Korean living in the United States is a business analyst for Adstream. He is included under the United States' employee types because it is obvious he works for the United States office.
Part
09
of 39
Part
09

Company Employee Analysis 9

Ambra Health is a cloud software company that makes medical data and imaging easily affordable and accessible to its customers. It is a private company having its headquarters in New York City. It has three other offices in Boston, Denver, and Phoenix. Details of the company are presented in Column K, rows 19-32 of the attached spreadsheet. A brief overview of the company and its organizational structure are presented below.

Brief Overview of Ambra Health

  • Besides the above-mentioned offices, Ambra Health currently serves the markets of the United Kingdom and Brazil through exclusive partnerships. The company also has resellers in India and South Africa. Ambra Health also actively seeks developer partners, referral partners, and reseller partners through its robust partnership program.
  • The company has 93 employees as of April 2020. The company has witnessed 6% employee growth in the past 12 months.
  • An advanced LinkedIn search has shown that Ambra Health currently has 37 employees in their New York City office, 19 employees in their Denver office, 9 employees in their Boston office, and 4 employees in their Phoenix office. The remaining 24 employees in the company rolls are either freelance workers in the United States or are sales agents in foreign countries. The advanced LinkedIn search also revealed the job functions/departments of these employees.
  • Ambra Health has been declared the best medical image exchange vendor by KLAS for six years in a row (from 2014 to 2019). Also, Ambra Health was declared as a finalist in the 2020 SIIA Codie Award competition in the Healthcare Technology Solution category.
  • Ambra Health was also declared as one of the best employers of 2019 by Inc. Magazine.
  • In the past 12 months, Ambra Health has signed partnerships with global leaders in medical imaging technology like Perspectum and RAPID. Ambra Health has also announced 162 new customers across its open global network.
  • Ambra Health has integrated with Box API’s cloud content management platform. The company has also signed partnerships with both Amazon Web Services (AWS) and Google Cloud to access their cloud infrastructure.

Ambra Health's Organizational Structure

  • Timothy F. Howe is the Managing Partner and Co-Founder.
  • James Ramsey is a Co-Founder.
  • Dr. Stephen Bloch is a General Partner.
  • Morris Panner is the CEO.
  • Geoff Crawshaw is the CTO.
  • Laura Schulhof is the CFO.
  • Edward Marshall is the CPO.
  • Aaron Kur is the VP, Sales.
  • Alex McFerran is the VP, Services.
  • Andrew Duckworth is the VP, Business Development.



Part
10
of 39
Part
10

Company Employee Analysis 10

Anaqua's employee analysis is provided in the attached google doc. The company has operations in about 10 locations worldwide. Anaqua's head office is in Boston, Massachusetts and it has over 260 employees globally.

Locations

Employees

  • Boston has the highest number of employees.
  • About 111 are in Boston.
  • About 26 are in Gurgaon, India.
  • About 28 are in the United Kingdom.
  • About 28 are in Japan.
  • About 18 are in London, United Kingdom .
  • About 8 are Hyderabad, India.
  • About 8 are in Sandy.
  • About 11 are in France.
  • About 5 in Germany.

Offices

Growth Drivers

  • Anaqua's revenue per employee is about $136,000 and the company had about 7% growth in employee count. Each new employee is likely to have contributed about $136,000 additional revenue to the company.
  • In November 2019, Anaqua announced that it was selected to manage USAMRDC's IP globally. USAMRDCUS stands for US Army Medical Research and Development Command and it develops medical material for the US Army. It is reported that Anaqua currently manages over half of the top 25 patent applications globally and over half of the top 25 patent applications in the US.
  • Information on the company's website implies that the technical or engineering unit is the most important unit at Anaqua. The company reports that today, its software has about 1 million users globally.

Consequences of not growing

Reporting Structure

Executive Sponsors

Geographical Expansion

  • Anaqua's CEO, Bob Romeo, highlights that the company has operations in the US, Europe & Asia and that the company has plans for continued expansion.
  • However, the CEO did not name any specific locations where the company plans to open new offices.

Part
11
of 39
Part
11

Company Employee Analysis 11

Blink Media has offices in NYC, San Francisco, Portland OR, Buenos Aires and New Delhi. Detailed information on locations, and employees is available on the attached spreadsheet.

Blink Media





Part
12
of 39
Part
12

Company Employee Analysis 12

Capital Rx is located on 85 Broad St, New York, NY. The company currently has approximately 59 employees including C-suite executives, developers, operations team members, and sales team members.

Capital Rx

  • Capital Rx has around 59 employees as of April 2020.
  • The company’s key executives include Anthony Loiacono (CEO), Joseph Alexander (COO), Ryan Kelly (CTO), Michael Miele (Senior VP), and Karen Dierker (VP of Operations).
  • Capital Rx is headquartered in New York City.
  • The company office incorporates a modern, open space design.

Part
13
of 39
Part
13

Company Employee Analysis 13

Center for Talent Innovation (CTI) has one primary location, which serves as its headquarters in New York, NY. This spreadsheet and the brief below contain the requested information for the company's number of employees, growth, and organizational structure, among others.

CENTER FOR TALENT INNOVATION (CTI)

  • CTI's primary location is in New York, NY. Its employees consist of 20 people in C-suite, communications and marketing, management, and research.
  • The office at 1841 Broadway Suite 300 is described as bright and large. The office decor features wall-mounted desks, roller chairs, wooden shelves, and adequate lighting.
  • Its employees grew from 16 to 20 employees over the past 12 months. Specifically, there was growth in the areas of research and strategic partnerships.
REASONS FOR GROWTH
  • Research is a core segment of the Center for Talent Innovation, through which the organization explores challenges for individuals and their employees. Since its research covers a broad range of talent streams, industries, and geographies, the organization will require more employees in this area as the diversity in talent and industry increases or changes, as well as its geographical coverage.
  • The addition of personnel to the area of strategic partnerships was to "strengthen and support the company's partnerships with its community of 80+ Task Force members."
CONSEQUENCES OF NOT GROWING
  • Failure to expand the research team would leave CTI struggling or unable to keep up with changes in the talent stream, industries, and expanding geographies.
  • Also, with the company's growing community of task force members, the lack of personnel to handle and communicate with its partners might weaken such partnerships and their commitment to the company's mission.


Part
14
of 39
Part
14

Company Employee Analysis 14

The requested information for GSD/Plative have been provided in column P, rows 19-32 of the attached spreadsheet. Plative operates offices in New York City, Toronto, Vancouver, Mumbai, and Makati Manila.

Selected Findings

  • Plative's New York City office has the most employees.
  • Plative's offices in New York City and Vancouver feature individual work stations placed beside and in front of each other.
  • According to GrowJo, the number of employees at Plative grew by 46% from 2019 to 2020.
  • Plative's employee size increased after acquiring Audaxium in February 2019.
  • Plative's employee size grew again after opening an office in Mumbai, India sometime between February and September 2019.

Research Strategy

The information related to teams/organizational units that have grown the most and geographical expansion plans are not available. To identify the required information, we first examined content published by Plative. An examination of the company's website, press releases, and social media pages (Facebook, Twitter, and Instagram) did not reveal any information on teams/organizational units that have grown the most and geographical expansion plans.

Next, we examined third-party sources such as external articles, business databases, and job advertisement sites. An examination of interviews conducted with the company's executives, GrowJo, and Glassdoor did not reveal any information on teams/organizational units that have grown the most and geographical expansion plans.

It is known that Plative's employee size has increased over the past year after acquiring Audaxium and opening an office in Mumbai, India in 2019. However, the exact roles and overall headcount change have not been revealed. The teams/organizational units that have grown the most could not be triangulated as the company's career site and other job advertisement sites did not reveal job advertisements posted in 2019.

Greg DelGenio, the partner and chief revenue officer at Plative, has announced plans to turn the company into a "multi-national management consultancy driven by digital innovation" in the next ten years. However, neither he nor other executives have revealed the specific geographical region that the company plans to expand next or in the near future.
Part
15
of 39
Part
15

Company Employee Analysis 15

Heady is a digital agency that specializes in developing apps and websites for clients. They are located in both New York and Mumbai. Full details may be found on the attached spreadsheet.

Notes

  • Heady currently has two locations: one in Mumbai, India and one in Brooklyn, New York.
  • In Brooklyn, the team focuses on UX, UI design, and strategy, as well as lead management. Their Mumbai office is dedicated to their mobile engineering team.
  • No information is available about the change in the number of employees but the company has mentioned that their business has been doubling "year over year."
  • If Heady does not grow with demand, other mobile and website development companies will easily take their business. The opportunities for growth in an online market will be lost.
  • There are no current stated plans for geographical growth. However, employees in Mexico, the Dallas/Fort Worth area, Montana, and Tennessee are listed on their LinkedIn profile.

Research Strategy

The primary focus of our research was the company's web page, annual reports and press releases. While most of the information was gathered using those means, we were not able to find how the employees of the company's locations have grown in the last 24 months. We also tried using their LinkedIn profile and third-party trusted media reports but we were not able to find any additional information.

Part
16
of 39
Part
16

Company Employee Analysis 16

Salt Recruitment Group employs about 250 individuals in 10 offices located in nine countries. The most number of employees are located in its London headquarters, and employee growth has been driven by its expansion activities. Kindly refer to column R, rows 19-32, of the spreadsheet.
  • Salt Recruitment Group has 10 offices globally located in London, United Kingdom, New York, United States, Sydney, Australia, Melbourne, Australia, Hong Kong, PR of China, Auckland, New Zealand, Dubai, UAE, Singapore, Singapore, Kuala Lumpur, Malaysia, and Cape Town, South Africa.
  • Salt Recruitment Group's website states that it has a team of over 250 employees in its 10 global locations.
  • It is headquartered in London, United Kingdom, and this is the location with the most number of employees at about 106. The offices in New York, Dubai, Kuala Lumpur, Cape Town, and Auckland have 21, 18, 20, 20, and 25 employees each, respectively.
  • The total employee count in Australia is 25, but there is no breakdown for the two Australian locations (Melbourne and Sydney).
  • Also, there is no breakdown for Hong Kong and Singapore as website visitors are redirected to the 'Asia' portal when they attempt to visit their 'About' pages. However, the number of employees in the other eight locations amount to 210 and it is assumed that they share the remaining 40 in each location.
  • In September 2019 when Salt expanded its APAC operations with the acquisition of Xpand, it had about 200 employees in eight countries, and it now has 250 employees in 10 countries. This means that its employee count has since grown by 50 employees or 20%. This is the only available data from its websites and press releases, as well as the overall public domain.
  • The company has been making acquisitions in the APAC and African regions in the past year. Expansion is its main employee growth driver.
  • In February 4, 2020, when Salt Recruitment Group acquired South Africa's Recruit Digital, Salt's CEO stated that they intended to have offices globally, "with Africa being the obvious next step." He added that the company was excited to expand the Salt Africa business.
  • After expanding its APAC footprint in September 2020, Salt Recruitment Group reported that its expansion plans include substantial hires, additional acquisitions, continued investment in technology, and new offices. It also reported that it intends to open offices all over the world. There is no information on the geographical regions that the company plans to expand to in the next three years.
  • According to the Group's Executive Chairman, there is a significant global shortage of digital/technology professionals and, therefore, to be the best it has to step up to offer support to candidates, clients, and contractors worldwide. Failure expand would mean that the company will miss out on the opportunity to become the best digital recruiter in the world.
  • Based on its Instagram photos, Salt's offices are bright and spacious with an open layout and simple but stylish furniture. The London office is located in a multi-storied building. All offices are well lit with large glass windows. Images the New York, London, and Hong Kong offices have been provided in the attached Google Doc.
  • There was no information from the Group's websites or official communications regarding the teams/organizational units that have grown the most in the past year. A search through career sites and media resources did not provide anything on the subject. However, Salt is primarily looking for people to fill Recruitment Consultant positions on its Career page. The only other positions being advertised are in the Marketing field.
Part
17
of 39
Part
17

Company Employee Analysis 17

Thirty Madison is primarily based in New York, but it has employees in Texas. The requested information for Thirty Madison has been provided in rows 19-32 on column S of the attached spreadsheet.
  • Steven Gutentag and Demetri Karagas co-founded Thirty Madison.
  • The types of employees working at Thirty Madison are engineers, marketers, medical director, pharmacy technicians, telemedicine physicians, operations, and product leads.
  • In April 2020, Thirty Madison launched an online urgent care to provide free medical consultations from doctors since people are staying home due to COVID-19.
  • The teams that are growing in the company are involved in engineering, marketing, and medical.
  • After launching several brands such as Keeps, Cove, and Evens, Thirty Madison has been experiencing a lot of growth. Keeps alone grew "60% month-over-month." Therefore, the company is hiring and attracting qualified applicants to continue building a better healthcare experience.
Part
18
of 39
Part
18

Company Employee Analysis 18

Tremor Video is an ad software company that has offices throughout the U.S. as well as an office in Toronto, Canada. Tremor Video is a medium-sized company with its headquarters based in New York. See the attached spreadsheet for other requested info.

Tremor Video

  • Tremor Video is headquartered in New York City at 1177 6th Ave 9th floor, New York, NY.
  • The company currently has approximately 291 employees.
  • Their workforce is made up of administrative persons, engineers, developers, sales specialists, and project managers, among others. Over the past year, the employee count has grown by 9%.
  • Tremor Video expanded its senior management team in March 2020 to support its efforts in global operations. The new COO will be based in Tel Aviv, Israel.
Part
19
of 39
Part
19

Company Employee Analysis 19

The attached spreadsheet has been filled with the requested information. Taptica has offices in Tel Aviv, San Francisco, New York, London, Beijing, Tokyo and Seoul. What follows are key findings and explanations of how we approached this research.

Offices

  • Taptica has an office in each of the following cities: Tel Aviv, Israel; San Francisco, US; New York, US; London, UK; Beijing, China; Tokyo, Japan and Seoul, South Korea.

Employees per location

Types of employees

  • At Taptica, 28 employees work in the media and communication field, 27 work in sales departments, 21 work in IT departments while another 21 work in business development.
  • When clicking at each of the business fields on Linkedin, it is visible they are proportionally distributed across locations (e.g. the Tel Aviv office has the most employees and thus also has the most employees specialized in sales).

Office design

  • A social media scan uncovered 2 photos of Taptica's offices. They are spacious, located in large spaces, rather than in separate rooms. Employees are all working in the same space, while departments seem to be separated by glass walls.

Employee growth

  • This couldn't be determined because the company hasn't disclosed its employee count in reports or press releases. While Tremor International, Taptica's parent company, didn't yet publish an annual report for the year 2019, an exhaustive study of Taptica's 2018 annual report revealed the company hasn't mentioned the number of its employees. Instead, employee feedback systems and benefits were described.
  • Upon looking for older data, we encountered another brick wall, as it was found the company hasn't provided information on the number of employees for the years 2018, 2017 or 2016. Our aim was to use this information to assume linear growth, in order to derive at 2019 employee count values.

Company growth within the past 12 months

  • In June 2019, Taptica rebranded and merged with RhythmOne and Tremor Video, as part of its growth strategy.
  • The company also actively anticipates and responds to market shifts. For instance, the company appropriately shifted its advertising business from desktop to focus on mobile, then from mobile to focus on video advertising and smart TV.

Consequences of not growing at a particular rate

Current expansion plans

Future expansion plans

  • In the recent 2019 results presentation, Tremor International's CEO Ofer Druker announced an extended 2-year partnership with Alfonso, the leading TV retargeting enabler in the US and Canada, indicating that the company intends to further expand in North America within the next three years (around 12:17 of the presentation video).

Part
20
of 39
Part
20

Company Employee Analysis 20

The requested information for AxiomSL has been provided in rows 19-32 on column V of the attached spreadsheet.
  • AxiomSL's main headquarter is in the state of New York, at 45 Broadway, New York, N.Y. 10006.
  • AxiomSL has about 750 employees. According to LinkedIn, 209 employees are based in the United States, 149 are in the United Kingdom, 133 are in Ukraine, 84 are in Singapore, 65 are in Russia, 28 are in Colombia, 19 are in Israel, 18 are in Australia, eight are in Mexico, and seven are in Brazil.
  • AxiomSL's executive leaders are based in the United States, Singapore, and the United Kingdom. Ukraine, Israel, Poland, and the United States mostly have engineers and developers, while Ireland mainly has employees specializing in cloud products.
  • AxiomSL's office is spacious with white walls and splashes of black and red colors on the carpet and furniture.
  • Recently, AxiomSL partnered with Genpact to further empower global financial firms and in November 2019, the company hired Claudia Thurner as a general manager to drive expansion across EMEA.
Part
21
of 39
Part
21

Company Employee Analysis 21

Cheddar, Inc. plans to expand its operations to Europe after receiving a $22 million in funding. Details of the company have been presented in column W, rows 19-32 of the attached spreadsheet.

Summary

  • Cheddar Inc only has one office, which is located in New York, United States.
  • The company has 241 employees.
  • Using LinkedIn to determine the employees' positions, the types of employees at Cheddar are anchors, engineers, administrative, sales, IT professionals, C-Suites, business operations, customer service, UI/UX designers, reporters, and PR.
  • Cheddar's employee count increased by 10% over 12 months.
  • In April 2020, Cheddar underwent a company-wide employee layoff as a result of the permanent closure of its Los Angeles studio. This is a negative growth for the company because instead of opening new studios, the company closed an existing one.

Organizational Structure

Part
22
of 39
Part
22

Company Employee Analysis 22

Datto, Inc.


Headquarters:
Norwalk, CT

NORTH AMERICA

Boston, MA, USA
Chicago, IL, USA
Dallas, TX, USA
East Greenbush, NY, USA
Los Angeles, CA, USA
Rochester, NY, USA
Monroe, CT, USA
New York City, NY, USA
Portland, OR, USA
Toronto, Canada
San Jose, CA, USA

APAC

Beijing, People’s Republic of China
Sydney, Australia
Singapore

EMEA

Amersham, United Kingdom
Amsterdam, Netherlands
Copenhagen, Denmark
Manchester, United Kingdom
Munich, Germany
Reading, United Kingdom
Richmond, United Kingdom

2) Provide the location that has the most employees:

101 Merritt 7
United States of America

3) Provide the number of employees in each of the locations:
  • Datto has over 1,700 employees worldwide: 1,342 in the US, 175 in the UK, 64 in Australia, 45 in Canada, and 25 in Germany.
4) Provide the main type of employees in each location (e.g. sales, engineers, administrative etc.)
  • Datto's Norwalk CT office houses the company's executive leadership (9 people) and key management team (7 people) as well as main company financial operations. All locations house sales employees, various types of engineers, product support staff, and office support staff.
5) Describe what their offices look like in 2-3 sentences
  • Datto offices have a bright color palette is against a neutral field of white and grays.
  • Open ceilings punctuate the corners and specialty areas, with glimpses of warm wood accents throughout. Office design focuses on open areas for collaboration, eating, drinking, gaming, socializing, and working. Offices typically have a Boardroom, large network operations center, and sleep space for their 24/7 customer service employees.
6) Determine how much the number of employees has grown in the past 12 months
7) Provide 1-2 growth drivers in the past 12 months
  • The market for Datto's expertise, product development, and role as a managed service provider for small to mid-size businesses continues to grow as cybersecurity, web commerce and traffic, and company data disaster protection's importance grows.
  • In February 2020, Datto has opened a new office in Irvine, California, adding 50 employees and valuation to the city of Irvine.
  • In May 2019, Datto opened a new 1,500 square foot office in Sydney, Australia.
  • Datto opened a new office in East Greenbush, NY, to employ 165 team members in April 2019.
8) Teams/organizational units that have grown the most in the past year
  • Datto's largest hiring sectors are software engineering, product support, and sales.
9) Describe 1-2 consequences of not growing at a particular rate
  • Datto is currently hiring worldwide for ~60 jobs. If company growth slowed, the 6.7% FTE growth rate would slow. If the company began to contract, Datto would likely have to lay off its employees.
10) List the executive sponsors of the company
11) Determine the geographical region that the company plans to grow to next
  • As previously alluded to, in the last year, Datto opened three new worldwide offices. Datto's future growth will largely be determined by where and in what quantities their managed service providers come from; Datto is currently focusing on increasing their Managed Service Providers (MSPs).
12) Determine the geographical regions that the company plans to expand to in the next three years
  • Datto's business model is fluid and based largely on IT needs of their managed service providers worldwide.
  • Future growth will be gauged and monitored in real time as time progresses for Datto and their growing role as mid-sized businesses' data and cyber protection services.
13) Provide or describe the organizational chart of the company.
Chris McCloskey — Customer Experience Officer
Nathaniel Katz — Senior Vice President, Finance
John Abbot — Chief Financial Officer
Robert (Bob) Petrocelli — Chief Technology Officer
Matthew Richards — Chief Marketing Officer
Sanjay Singh — Chief Revenue Officer
Michael Foss — General Counsel and Chief People Officer

Research Strategy

Datto's Company website and well-utilized LinkedIn page provided basic company information, C-Suite members, current job listings, detailed press releases, and company photos. As seen from the links provided, reliable news sources provided additional updates and press releases on the company's recent updates and growth. Datto's 12-month FTE growth rate was calculated using information from 2017 and current employee numbers with even growth over time. Reliable historical Datto employee numbers for 2018 and 2019 were not available/found.

"
Part
23
of 39
Part
23

Company Employee Analysis 23





GuidePoint has offices in the United States, Dubai, United Kingdom, Germany, Japan, Greece, Singapore, Korea and Hong Kong. Details of the company have been presented in column Y, rows 19-32 of the attached spreadsheet.

Key Findings 

  • As the company keeps expanding to different geographical locations, under staffing will likely lead the company to a loss in sales and also slow down the general operation of the company.
  • The executive sponsors of GuidePoint include the CEO, Albert Sebag, and Vice President, Business Development Brian Cosgrove.
  • The company has no current expansion plans. However, in 2019 they opened a new office in Dubai, United Arab Emirates.












Part
24
of 39
Part
24

Company Employee Analysis 24

Harver has offices in Amsterdam, New York, London, and Sri Jayawardenepura Kotte. Detailed information of the company has been presented in column Z, rows 19-32 of the attached spreadsheet. 

Harver


Research Strategy

To determine the geographical regions on current and future expansion plans of the company, the research team scoured through the company website, press releases, and financial statements. The company is privately-held; as a result, we could not access its annual reports, and the official website does address its strategic decisions. We then looked for information on different company databases, such as Crunchbase, Comparably, and Growjo, among others. Through this strategy, we were able to identify the employee growth percentage and funding rounds, but the research team was not able to find information on geographical expansion plans. The research team also tried to find any information about the company ‘s geographical expansion plans in media sites like PR Newswire, Business Wire, and Forbes, but we could only find information on the latest funding rounds, technology, etc.

Part
25
of 39
Part
25

Company Employee Analysis 25

Interactive Brokers has offices in United States, Switzerland, Canada, Hong Kong, UK, Australia, Hungary, Russia, Japan, India, China and Estonia. Detailed information has been entered in row 1, column AA of the attached spreadsheet. 

Key findings

  • The company's continued growth is based on the retention of its key management executives, "as well as the services provided by their staff of the trading system, technology, programming specialists, managerial, marketing, planning, financial, technical, and operations personnel."
  • In the past 12 months, Interactive Brokers has recorded a total number of 1,643 employees in 2019 from 1,415 in 2018, a 16.28% increase from 2018.
  • According to the Interactive Brokers' annual report, the executives and some staff members hold shares in the company.
  • The loss/lack of increase in key employees such as the staff of the trading system, technology, programming specialists, managerial, marketing, planning, financial, technical, and operations personnel could have a material adverse effect on the overall growth of the company.

Part
26
of 39
Part
26

Company Employee Analysis 26

MobileFuse operates two offices in the United States. A New York office for administrative personnel, and a Boston office for operational personnel. Additional information has been provided in column AB, rows 19-22 of the attached spreadsheet.  

Selected Findings

  • MobileFuse operates two offices — a New York office, which is used for administrative tasks by the CEO, the sales department, and other directors, as well as, a Boston office, which is used for operational tasks by other company employees such as software engineers, traffic and analysis associate, account managers, lead engineer, and associate directors.
  • MobileFuse offices utilize the open-office design. Its office spaces are filled with desks and cubicles, which appear modern and attractive.
  • In the past 12 months, MobileFuse added a total of 10 new employees to its service, growing its employee base to 70. The growth represents a 16.7 percent increase from the previous year.
  • MobileFuse is a private company and last expanded its physical footprint in 2012 when it created its Boston office. Since then, growth has slowed, and it has focused on developing new products instead. In 2019, it unveiled its latest offering, Mindset Targeting and Insights, which combines mobile and outdoor consumer targeting capabilities. The firm does not raise outside capital and does not operate a board of directors.

Part
27
of 39
Part
27

Company Employee Analysis 27

Network to Code, LLC is a company specializing in network automation, which is the key growth of the networking technology market. The company has achieved significant growth in the past 12 months, as evident from the new hire and growth of employees. The majority of new employees were for technical staff, such as engineers, consultants and software developers. For more details, please refer to the attached spreadsheet, in Column AC and Row 19-32.

Key Findings

  • Network to Code, LLC is a technology firm that transforms how companies' IT networks are deployed, managed and consumed daily. The company's head office is based in downtown New York, which is its only office.
  • According to the company's Website and its employees' LinkedIn profiles, as of April 2020, 44 employees are working at Network to Code, LLC, in which the majority is full-time staff based in the head office, while the others work remotely in the other states of the US.
  • The main types of employees are directors and vice presidents, engineers, consultants, engagement managers and coaches/trainers. Based on the profiles on LinkedIn, 16 employees joined the company in the last 12 months between May 2019 and April 2020, representing a growth of approximately 57.1%. Without the significant growth in employees, Network to Code, LLC is not expected to achieve the level of growth in revenues and cash flows that are critical to business continuity and secure capital funding for future growth.
  • The key growth driver of the networking technology market is network automation, which enhances the efficiency and reliability of organizations' networks, which has increased the company's demand for automation engineers and consultants, principal architects, and software developers in the past 12 months.
  • Although there is no public announcement on its near-term and mid-to-long term plan for geographical expansion, the company's focus is on the US market and is expected to expand to the other states of the USA, based on the majority of new hires who worked remotely in the past 12 months, such as North Carolina, Texas, New Jersey, Minneapolis, Colorado and Missouri. The mid-to-long-term plan for expansion is expected to be the UK.
  • At present, there are 9 directors and vice presidents working at Network to Code, LLC, led by Jason Edelman who is the Founder and John Marchese who is the CEO of the company. They are expected to report to Jason and/or John.

Research Strategy

The company analysis focused on building the company profile of Network to Code, LLC, by sourcing information on the company's Website, employee LinkedIn profiles, and the other public news on the company. There is limited information on the company's plan for geographical expansion, but it is expected to be in line with the trend of the hiring of new employees who work remotely. Moreover, due to the lack of information on staff records and turnover, we assumed there were no employees who have left the company in the past 12 months. Otherwise, the growth of employees could be attributed to a high employee turnover rate.
Part
28
of 39
Part
28

Company Employee Analysis 28

News America Marketing has 12 offices — 10 in the United States and 2 in Canada. Most of the company employees are located in New York, United States. Details of the company have been presented in column AD, rows 19-32 of the attached spreadsheet.

News America Marketing

  • The company has 12 offices — New York, Atlanta, Bentonville, Chicago, Cincinnati, Dallas, Los Angeles, Minneapolis, San Francisco, Wilton, Toronto, and Montreal.
  • According to LinkedIn analysis, the number of employees is estimated to be 1,468 - 1,419 in the United States, 412 in New York, and 30 in Canada.
  • Using LinkedIn and Glassdoor to determine employees' positions, the types of employees at News America Marketing are C-suites, merchandisers, digital account directors, sales team leads, and others.
  • Office size and layout from social media handles are presented in this document.
  • In 2019, News America Marketing experienced a decrease in revenue, which was attributed to the weakness in the print advertising market; this led News Corp to sell the company to Charlesbank Capital Partners.
  • Charlesbank Capital Partners bought the News America Marketing business (“NAM”) to further build the business. The company plans to invest the resources required to enhance NAM’s growth — which also includes installing Bill Redmond as CEO after closure in the fourth quarter of 2020.



Part
29
of 39
Part
29

Company Employee Analysis 29

Parsec Media has its headquarters in New York City. Additionally, the company has offices in Los Angeles, Chicago, and London. Detailed information has been entered into the attached spreadsheet. A picture of the Parsec Media office can be found in this google document.

Parsec Media — Locations

  • Parsec Media has its headquarters in New York City. Additionally, the company has offices across other locations such as Los Angeles, Chicago, and London.

Employee Overview

  • According to the company's LinkedIn profile, the company has an estimate of 11-50 employees. About 19 of the company's employees live in the United States, 16 specifically stay in the New York City area, and 2 live within the greater Los Angeles area.
  • Employees that live within the New York City area consist of sales directors, senior sales directors, SVP of product and engineering, and other administrative staff. The employees in the Los Angeles area occupy administrative positions.

Organizational Charts

Helpful Findings

  • In 2017, Parsec expanded to the West Coast and the UK. Paul Kelly was in charge of operations overseas as the commercial director.
  • Patrick Fenn was promoted to the position of sales director and was in charge of opening the company's Los Angeles office.
  • According to Comparably and Glassdoor, Parsec Media has job listings for director of sales and has conducted interviews for visual designer positions; this could be a pointer that these units are experiencing a fair share of growth.
  • The CEO of Parsec Media, Marc Guldimann, hinted that the company was building a tool that would crunch data in real-time for "performance campaign optimization."
  • Adam Heimlich, the named president of Adelaide, suggested that this was an expansion of Parsec vision.

Research Strategy

To carry out this research, we started by searching through the company's website, LinkedIn profile, and social media platforms. Through this method, we were able to identify some of the information needed. Information on employee growth, growth drivers, geographical growth, geographical expansion, the team that experienced the most growth, and any information on the consequences for no growth was unavailable. The research team got creative and decided to search through the companies annual report; we were hoping to identify new employment information, any geographical growth or expansion, and growth drivers. This search method proved abortive because Parsec Media is a private company, and it is under no obligation to publish its annual reports.

The research team employed another creative strategy of searching for the company profile on different databases such as Glassdoor, Comparably, Growjo. We were hoping to identify the employee growth percentage or any recent employment within the past 12 months to calculate the employee growth percentage. This search method proved abortive as well because, after an analysis of the company's profile, there was no indication of any employment within the past 12 months. However, through this search method, we were able to identify job listings in the sales department; this could serve as a precursor for growth in that department.

Part
30
of 39
Part
30

Company Employee Analysis 30

Quotient Technology operates in Europe, Asia, and North America. Its employees are mostly concentrated in the US but India provides a majority of its software engineers and product specialists. The company recently announced the expansion of most of its teams in order to be able to encompass different segments. All the information has been entered in the attached spreadsheet.

Notes

  • Quotient Technology has offices in New York, Mountain View and Marina Del Rey, CA, Cincinnati, Nashville, London, Paris, and Bangalore.
  • Their offices in California employ the most people as that's where their headquarters is situated.
  • Employees that live in Cincinnati and California range from C-level executives to marketing specialists and analysts.
  • Their employees in Bangalore, India occupy positions such as regional directors and specialist but the majority of the employees are software engineers and production specialists.
  • The COO of the company, Chad Summe, recently announced that the company has started expanding its local teams to encompass different segments, including sales, marketing, analytics, human resources, finance, and information technology.
  • While Quotient is considered a market leader in its segment, the increased number of entrants and the slow reaction of Quotient towards its competitors have made it lose some market share. If the company does not focus on expanding its team's capabilities, it can lead to serious profit loss.
  • Moreover, as Quotient has focused their recruiting efforts in the US, the future raise of the minimum wage to $15 per hour in the country could also impact its profitability margins.
  • The executive sponsors of the company include Steven Boal, Chief Executive Officer and Chairman of the Board of Directors, and Scott Raskin, President.
  • While the company has not announced any specific geographic expansion plans, they are committed to expanding internationally at their own pace in order to be able to comply with all the diverging rules and regulations.

Research Strategy

The main focus of our research efforts was around the company's main website, their annual reports and press releases. Unfortunately, we were not able to find any information about their geographic expansion plans in their annual reports and press releases. We also tried to find any information about the company in trusted media sites like Bizz Journals, Business Wire, and Forbes but we could only find that they were planning to expand most of its team due to the increased competition they were facing from newer entrants into the market.
Part
31
of 39
Part
31

Company Employee Analysis 31

Ruder Finn has offices in New York, San Francisco, Washington D. C, London, Beijing, Guangzhou, Shanghai, Shenzhen, Hong Kong, Delhi, Mumbai, Bangalore, Kuala Lumpur, and Singapore. Detailed information on locations and employees is available on the attached spreadsheet. 

Ruder Finn


Part
32
of 39
Part
32

Company Employee Analysis 32

The requested details about Social Studies, Inc. are presented in the attached spreadsheet. The company is headquartered in New York City.

Key Findings

  • Social Studies has one office located in New York City, United States
  • The company employs about 12 employees, excluding the executive team (CEO and COO).
  • Its office is placed in a gray multistorey building at 130 Madison Avenue, 3rd Floor, New York City.
  • Between December 2018 and July 2019, Social Studies added 5 people to its team.
  • The executive sponsors are Brandon Perlman, Founder & CEO and Matt Friesen, Co-Founder & COO.

Research Strategy

To determine if Social Studies has expansion plans, the research team examined its press releases for such announcements. It appears that the company is not keen to share this information through public media; however, it revealed that it was named one of AdWeek’s "Fastest Growing Agencies 2019." Social Studies also states that it has grown due to its proprietary research and analytics technology, and therefore, it will continue to expand on that basis. The company is privately-held; as a result, we could not access its annual reports, and the official website does address the strategic decisions too.
Part
33
of 39
Part
33

Company Employee Analysis 33

SoftwareONE has about 5,442 employees in 90 countries. Its workforce grew by about 90.2% in 2019. Kindly refer to the attached spreadsheet for more information.
  • SoftwareONE operates in 90 countries in Africa, the Americas, Asia Pacific, Caribbean, Europe, and Middle East. It has multiple offices in most of the countries. A complete list of SoftwareONE's offices can be found in this Google Doc.
  • SoftwareONE is headquartered in Stans, Switzerland, and the company does not provide a breakdown of its employee count by country or office. It only mentions in its 2019 annual report that it has 2,793, 1,487, 756, and 406 employees in EMEA (Europe, Middle East, and Africa), Asia Pacific, Latin America, and NORAM (North America) regions, respectively. However, from its LinkedIn profile, India is the location with the most number of employees.
  • Although SoftwareONE does not provide a breakdown of its employees by office, the departments headed by its executive team include Sales, Innovation, Technology Services, Software Lifecycle Management, Information, Finance, Accounting, Strategy, Communications, and Operations.
  • As of December 2018, SoftwareONE had 2,862. The number rose to 5,442 by December 2019. This represents a 90.2% growth in 2019.
  • Acquisition is the main driver of employee growth for the company. In 2019 alone, it gained about 2,500 from the acquisition of Comparex.
  • According to SoftwareONE's 2019 annual report, "SoftwareONE’s operating model is built to deliver profitable growth at scale while ensuring customer proximity, with the ability to transact in more than 150 countries, and centrally provide 24/7 customer service in 13 languages." Therefore, if the company fails to grow its employee base at a significant rate, it would not be able to achieve its expansionary goals, which may affect profitability.
  • The majority of new employees in the past year came from the acquisition of Comparex. Based on Comparex's LinkedIn profile, most employees are in Sales and Information Technology. These would be the teams/organizational units that have grown the most in the past year.
  • With its latest acquisition of BNW Consulting in November 2019, SoftwareONE hoped to expand its footprint in APAC and the U.S.
  • While SoftwareONE states that workforce expansion and improvement is a priority in its Vision 2022 plan, it does not disclose the geographical regions that the company plans to expand to in the next three years. However, it has footprints in all but the Oceania region. Presumably, they might want to expand into this region if they are to achieve their goal of operating in over 150 countries.
Part
34
of 39
Part
34

Company Employee Analysis 34

The Sill's headquarters is in New York City, and it employs 58 people. The requested information for The Sill has been provided in rows 19-32 on column AJ of the attached spreadsheet.
Part
35
of 39
Part
35

Company Employee Analysis 35

Tradeweb has 13 offices globally — 7 offices in North America, 2 in Europe, and 4 in Asia. In 2019, the number of employees was 919 - 676 in the United States, and 243 outside of the United States. Details of the company have been presented in column AK, rows 19-32 of the attached spreadsheet.

Tradeweb

  • Using LinkedIn and Glassdoor to determine employees' positions, the types of employees at Tradeweb are engineers, technicians, investor relations, support developers, C-Suite, director, human resources, and others.
  • There are no publicly available pictures of its interior office environment, and only the office building was located on the company's social media handles.
  • Tradeweb's employee count increased by 12% over the past 12 months.
  • One of the reasons for employee growth follows the signing of Tradeweb as a publicly-traded company in April 2019. As a public company, Tradeweb has elevated its global brand, streamlined her corporate governance structure, attract and retain employees through equity participation.
  • According to LinkedIn and Glassdoor analysis, engineers and developers posted more job openings, which means that the team is growing.


Part
36
of 39
Part
36

Company Employee Analysis 36

Troops is located on E 30th Street in New York in the Flatiron District. It has approximately 50 employees and has doubled in size in the last year. Detailed information is available on this spreadsheet.

Troops

  • Troops has a main office at 44 E 30th St FL 10, New York, NY 10016, and use a WeWork Office at 156 2nd St, San Francisco, CA
  • It has approximately 50 employees in the New York Office including Management, software engineers, product managers and sales
  • Troops has almost doubled employees in its offices in New York.
  • Office size and layout can be seen here.
  • Troops surpasses the 10,000 user mark in June 2019.


Part
37
of 39
Part
37

Company Employee Analysis 37

All Tula Skincare's 80 employees are located in the company's New York office, and Tula saw a 3% increase in the number of employees. Detailed information on locations and employees is available on the attached spreadsheet. 

Summary

  • Tula office is located in New York, United States.
  • The company's number of employees grew by 3%.
  • Using LinkedIn, types of employees of the company are; account executives, UX designers, senior managers, PR, customer service and CX, business operations, consultant, sales and marketing, C-Suites.
  • Influencer marketing has been instrumental in the growth of Tula Skincare. The company's funding was used to increase Tula's marketing, working capital and product developments.
Part
38
of 39
Part
38

Company Employee Analysis 38

For the Working Families Party, the data points that we weren't able to find information about were the organization's 12-month full-time employee growth rate, teams that are growing within the organization, consequences of not growing, executive sponsors, current expansion plans, and three-year expansion plans. An explanation of sources we checked in searching for that information is provided in the Research Strategy section below. All the other information requested about the organization is both included in the attached spreadsheet and provided below.

Locations

Main Employee Location

Number of Employees Per Location

  • Though we couldn't find the exact number of employees that the organization has per location, we reviewed the employees listed on the organization's Linkedin page and counted the number of employees per location. The organization does not have a staff page on its website, so this was the best way we could provide an assessment of the employee count by location.
  • The following are the number of the organization's employees who identified their location on Linkedin: New York (50); Pennsylvania (4); D.C. (6); Pennsylvania (4); Connecticut (1); Oregon (1); and Colorado (1).

Types of Employees by Location

  • We identified the types of employees who work in the organization's various locations by reviewing the organization's Linkedin page and providing the employees' position titles.
  • The following are the position titles within the organization's Brooklyn, New York, headquarters: Executive Director, Director, Project Director, Field Director, Deputy Political Director, Community Organizer, Political Coordinator, Field Manager, National Political Organizer, Development Director, Senior Political Strategist, Senior Digital Campaigner, Political Campaign Coordinator, Field Director, Canvasser, Executive Assistant, Deputy Elections Director, Online and Social Media Campaigner, Field Representative, Assistant Operations Manager, Development Coordinator, National Communications Director, National Grants Manager, Director of Operations, National Digital Director, Development Strategist, and Labor Union Director.
  • The following are the position titles within the organization's D.C. office: Director, Community Organizer, National Director of Organizing & Tech Innovation, Director of Communications, Deputy Chief of Staff, and Senior Communications Manager.
  • Two positions within the organization's Philadelphia, Pennsylvania, office are Regional Political Director and Community Organizer.
  • One position within the organization's Oregon and Colorado offices is Field Organizer.
  • Within the organization's Connecticut office, there's an Executive Director.
  • The organization's Arizona office has a position titled Arizona Organizing & Campaigns Director.

Office Design

  • In March 2020, the New York Post reported that the organization recently relocated its headquarters to 81 Prospect Street from 1 MetroTech Center, both of which are in Brooklyn, New York.
  • Due to the recency of the organization's office relocation, we could not find pictures of what the new offices look like. However, we did find a picture of what the organization's office looked like at its prior location, as is shown in this Google Doc.

Growth Driver

  • The organization's success in helping to drive support for progressive politicians through grassroots efforts has been a growth driver in the past year.

Organizational Chart

Research Strategy

The data points that we weren't able to find regarding the Working Families Party were its 12-month full-time employee growth rate, teams that are growing within the organization, consequences of not growing, executive sponsors, current expansion plans, and three-year expansion plans. We used three research approaches in searching for that information. First, we reviewed the organization's website, but did not find any such information therein. Second, we conducted a press search to see if there were any articles that provided that information, in sources such as the New York Post and The Atlantic. However, we did not find any article that provided such information. Third, we checked the organization's social media, but the information therein is about policy matters, with little mention of the organization itself (and from the limited content we saw about the organization, none was about the data points we were searching for).
Part
39
of 39
Part
39

Company Employee Analysis 39

The requested information regarding Zeta Global's employees and locations is available in rows 19 through 32 of column AO of the attached spreadsheet.

Zeta Global's Employee Analysis

  • Zeta Global has 26 offices in 11 countries, and its headquarters is located in New York.
  • Zeta's main employee location is deduced to be in its headquarters in New York.
  • The company boasts 26 office locations with 1,500 employees worldwide, and hence, an average of 58 employees per office (1,500/26).
  • Based on company's job listings on its official web page and its business profile's LinkedIn account, it can be concluded that the offices in Bangalore and Prague employs individuals from the technology and engineering sector. Moreover, the Prague office has a significant number of operations job openings, and the office in New York has openings in marketing and client services.
  • Based on the photos taken in Zeta Global's offices, the offices are small/moderate in size. They do not appear to be luminous. The offices have basic infrastructure that seems to have been acquired some years ago already.
  • The number of employees as compared to last year dropped by 8%.
  • The main drivers of the company's recent growth are its expansion into the public market and its "deepening of business focus and investment in data, Artificial Intelligence (AI) and engineering technology."
  • As mentioned before, based on the company's job listings on its official web page and its business profile's LinkedIn account, it can be deduced that the teams/organizational units that have grown the most in the last year are technology and engineering and client services.
  • Since Zeta's employee growth rate dropped by 8%, it can be deduced that given its expansion into the public market and the AI sector, it is vulnerable multiple problems due to understaffing, such as not being able to deliver its products to its clients on time.
  • The company's executive sponsors are its two founders, David Steinberg and John Sculley.
  • Regarding the company's geographical expansion plans, it recently opened a new office location in San Francisco. The company's co-founder does not officially state any further geographical expansion plans in the foreseeable future.
  • With regard to the organizational structure of the company, its key figures, including chief officers and its co-founder, John Sculley, report directly to the co-founder and CEO, David A. Steinberg.

Sources
Sources

From Part 08
From Part 15
Quotes
  • "With offices in Brooklyn, NY and Mumbai, India, Heady works on an international level."
  • "We know this is what works, because our business continues to double year over year."
Quotes
  • "Their mobile engineers are based in India, while their UX, UI design, strategy, and lead management are in the US."
From Part 16