SGPR Summer Fellow - Recensione dipendente - Summer Fellow presso Small Girls PR

The agency is always so warm and friendly, with everyone treating you as if you're apart of their friend group rather than just coworkers – making it a lot more motivating to come into office. My managers were all incredibly supportive of me, always allowing me to try the projects/clients I wanted to tackle and I'm so grateful for that. I was able to learn so much throughout my time here while feeling a sense of comfort and that's rare! It's a place filled with very smart and compassionate people that care about what they're doing. In addition, they attract a lot of clients looking for fun and creative campaigns which is always so exciting to explore. It's not your traditional agency in the best way possible!

Similar to all agencies, there's a very structured growth timeline that can be frustrating if you're looking to advance in your career more quickly than others.

You’ll gain valuable experience managing high-pressure situations and demanding clients, skills that will serve you well later in your career. The agency’s roster of recognizable brands looks good on a résumé, and many of your peers will be creative, hardworking people genuinely trying to do good work despite the environment.

This agency operates like a sorority run by leadership cliques. Favoritism, gossip, and exclusion are embedded in the culture, and if you’re not part of the “in” group, your contributions often go unnoticed. As you can see, most positive reviews are written by current employees who have worked there for 5+ years. The company promotes an image of empowerment and sisterhood, but behind the scenes it’s emotionally exhausting and unsustainable. Employees regularly work 50+ hour weeks with little acknowledgment or concern, despite leadership’s public insistence that anyone working over 45 hours is “flagged” and supported. That claim is entirely false, overwork is normalized, not addressed. Professionalism from leadership is often lacking. Constructive feedback is discouraged unless it flatters management, and attempts to set boundaries or raise concerns are interpreted as a lack of dedication. There’s a clear disconnect between leadership and staff, where appearances and performative positivity are prioritized over transparency and accountability. Even though turnover isn’t constant, morale is low. The gaslighting around the culture, where legitimate issues are spun as “misunderstandings,” makes it hard to trust that anything will improve.