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#TBMM2015 – EMEA’s 2015 Highlights

December 21, 2015 — by MediaMath

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It’s been a big year at MediaMath across our global locations with EMEA as no exception.

We ran full steam ahead in 2015—and we know there’s much more in store for 2016.

To celebrate the finer points of the year, we are currently hosting a Twitter countdown to 2016 featuring a daily 2015 highlight throughout the month of December, which can be followed at @MediaMathEMEA or via the hashtag #TBMM2015.

Our year kicked off with a new office opening in Madrid where we hired Gonzalo Garcia as Country Manager for Spain and later Ishaq Platero as Commercial Director, Spain to help drive programmatic growth in the region.

Another significant appointment was that of Richard Beattie, Senior Vice President, Commercial, EMEA who brought with him a wealth of ad tech experience in sales and marketing from two tech giants – Oracle and Adobe.

The momentum snowballed with some great industry recognition and it was exciting to see not only NMI (New Marketing Institute) pick up two silver awards for Best Certification and Best Unique/Innovative Learning and Development Program but MediaMath EMEA picking up gold for Programmatic Company of the Year at the M&M Global Awards. The former reflects NMI’s endeavour to educate and empower marketing professionals while the latter acknowledges our deep commitment to our clients.

These awards could not have been achieved without the great people behind it and we in turn value our employees’ feedback highly. Having our employees vote us at number 3 in Glassdoor’s top 25 UK companies for pay and benefits as well as work/life balance was a real testament to our wonderful workforce and our support to them.

While we’re on the subject of our esteemed colleagues, Frith Fraser achieved industry recognition in The Drum’s 50 under 30 2015 and was featured as one of the young disruptors making their mark on digital.

No year is complete without key calendar events and so we returned to the French Riviera to Cannes where our CEO Joe Zawadzki presented at the new tech festival “Lions Innovation” – and then flew to Cologne for dmexco, both of which were even bigger and better than the year before.

Only recently we celebrated our one-year anniversary in France and acquired German programmatic company Spree7 to meet the growing demand for providing local programmatic solutions in Austria, Switzerland as well as Germany.

To top it all off, a proud moment was being welcomed onto the IAB UK Leadership Board which reached full capacity this year.

Who knows what 2016 will bring for MediaMath and the programmatic marketing industry as we go from strength to strength? What we do know is that 2015 has been a celebration for us and we would like to personally thank everyone – colleagues, clients, partners – for being a part of our journey this year.

CulturePeopleUncategorized

MediaMath Makes Glassdoor’s Best Places to Work List for its Third Year

December 9, 2015 — by MediaMath

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MediaMath is pleased to announce that, for the third year in a row, we are among the winners of Glassdoor Employees’ Choice Awards. In 2014 and 2015, we were placed #6 and #12 on the list, respectively. We are thrilled that our employees continue to recognize us as one of the best workplaces in the US.

Now in its eighth year, the Glassdoor Employees’ Choice Awards are based entirely on feedback that our employees have voluntarily shared on Glassdoor. To determine the winners, Glassdoor evaluates all company reviews shared by employees over the past year. We are proud to be recognized among elite companies that have fewer than 1,000 employees, ranking alongside companies such as Motley Fool, Hubspot and NPR from last year.

A huge thank you to MediaMath-ers who took the time to share their perspective on what it’s like to work here. We appreciate your valuable feedback, as it only helps us to get better. Below are just a few words from MediaMath team members as shared on Glassdoor.

“This is one of the very few companies nowadays where you can see an immediate impact of your contributions. Everyone and everything moves very quickly and things actually get done. The company is growing every week and it’s exciting to be part of that.”

“The people are fabulous. They care about the work they produce and still find time to be kind and have fun together.”

“Amazing company with really talented and AWESOME people. Leadership is very accessible, open, honest, and incredibly smart. The product is very strong and there is a real sense of people working hard and working together.”

“There is a “no a-hole” policy when it comes to hiring, and it’s pretty effective.”

“The collaboration between teams and coworkers is truly extraordinary. Management really puts their trust in employees to spearhead projects and initiatives, which makes my work that much more rewarding.”

“Perks are great and the work life balance provides employees with the time off and flexibility we need to work hard and play hard at the same time.”

“A place where good ideas are supported through to implementation, professional development is supported (there is an entire department dedicated to this!), and people are rewarded and recognized for their good work!”

Read more at Glassdoor.com 

Thank you for continuing to share your experiences at Glassdoor. We take the feedback provided in your anonymous posts very seriously at every level of leadership, and we rely on your authentic voices to continue to attract the best talent. I can’t wait to see how we grow as a family in 2016!

CulturePeopleUncategorized

Join our Countdown to 2016 with our 2015 Highlights

November 30, 2015 — by MediaMath

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It’s been a big year at MediaMath across our global locations.

From new offices to new hires, from new education offerings to new partner launches, from acquisitions to accolades, we ran full steam ahead in 2015—and we know there’s much more in store for 2016.

To celebrate the finer points of the year, we are hosting a Twitter countdown to 2016 featuring a daily 2015 highlight throughout the month of December. Follow along at @MediaMath, @MediaMathEMEA and @MediaMathAPAC to see this year in review, and feel free to respond with your own favorite moments of 2015. Also stay tuned for year-in-review and 2016 predictions content from our executive team and partners.

Thanks for being a part of our journey this year.

CareersCulturePeopleTechnologyUncategorized

4 Steps for Acquiring Sophisticated Users through Education

November 17, 2015 — by MediaMath

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One million.

That’s the number of technology jobs that will go unfilled by 2020. Back in 2012, we recognized this skills gap and created the New Marketing Institute to educate the new generation of marketing professionals through a deep understanding of clients’ business needs and customized, timely content that is in alignment with those needs and overall business strategy.

Earlier this month at the NYC Uncubed event, I presented on “Acquiring Sophisticated Users through Education.” I outlined four steps that are crucial for achieving success in learning and development.

  1. Educate

Education cannot be conducted in a vacuum. Each aspiring marketing professional is going to come from a different background, education and base of knowledge. That’s why at NMI we focus on “meeting the learner where there are”—both in a figurative and literal sense. To properly educate, you have to both know your audience and work to localize and globalize training materials to address cultural, language and regional differences. Additionally, you must ensure the content is relevant and timely, both in the context of your learners’ individual needs and the digital marketing landscape.

  1. Engage

While the Educate step largely addresses the design of learning materials for users, Engage gets into the nitty-gritty of how you facilitate learning—whether that is in a classroom, online or on-demand. Here, it’s even more important to know your audience. For instance, different global markets have different approaches. For all audiences, approaching learning in bite-sized chunks can help learners digest highly technical information in a way that lets them continue to build upon their knowledge. Attendees of NMI’s classes in the past have pointed out that we have best-in-class facilitators who are engaged, enthusiastic and experts at their subject matter.

  1. Empower

NMI’s courses are purposely not designed to be conducted in long lecture format. The idea is not to dump a lot of highly technical information on students and talk “at” them. Rather, best practice is to marry the engagement style described above with student encouragement and enrichment. Listen, solicit feedback and provide additional relevant materials in the form of infographics, blogs and white papers. Also, let learners know that they can become the teacher. Individuals who have a natural inclination and eagerness to train on digital marketing and the technology that underpins it might want to consider NMI’s Train the Trainer program, which sets up individuals to be facilitators of our courses.

  1. Connect

We said above education shouldn’t happen in a vacuum. It goes for both the students and the teachers. Learning happens outside of the classroom on an ongoing basis, and a team approach should always be valued over a siloed one. It takes a village—no one can educate the next generation of digital marketers on their own, and we believe strongly that building rapport with both industry and non-industry influencers is the key to success.

CultureDataPeopleUncategorized

Using a Data-Driven Model for Talent Management

November 12, 2015 — by MediaMath

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At MediaMath, we care deeply about data. Whether it’s first-party, second-party, real-time or historical, data informs marketing decisions for our clients and helps them meet their target customers at exactly the right place in their buying journey. We also believe in the power of data for cultivating the talent of our most important asset: our people.

Our organization has grown tremendously since its founding in 2007, and we have had to rethink how we attract, retain and grow the right talent with a few extra hundred people. Our new approach has centered on aligning key employee competencies with business goals and using a data-driven model to manage talent. The overarching trifecta we have set after matches the same goals we aim to deliver to our clients: outcomes, transparency and control.

Outcomes

We’ve done goal-setting before and previously used our Math Values to evaluate employee performance. In an effort to establish a more streamlined approach to measuring the impact of every individual based on their achievements on goals and their behavior on competencies, we have introduced the Performance Assessment and Competency Evaluation System, or P.A.C.E.S. The data we will use as inputs for this model are employee goals and our new MediaMath core competencies, which are inspired by our Math Values.  We hope this new approach allows us to have a more clearly defined pay-for-performance model that rewards based on outcomes. However, we’ve yet to complete a full cycle of this new method, so stay tuned for a follow-up post evaluating our results in the New Year.

Transparency

This year, we instituted our new human resources information system Namely company-wide so that each employee’s goals are transparent to their colleagues. We believe strongly that having access to other individuals’ and departments’ goals will lead to a greater whole, aligning everyone with our overarching MediaMath business goals. This fall, we will also institute 360-degree reviews for all employees to be assessed on their alignment with our MediaMath competencies so that they get input from multiple sources to help make them even more successful at their jobs.

Control

At MediaMath, we invite employees to take the reins of their careers by setting their own goals twice a year. Each goal should be an individual one that aligns with a departmental or company goal. Many of these goals include metrics that help drive better overall business processes, such as getting a product to launch on time or integrating supply sources, in the same way that we use data-driven marketing to deliver better business outcomes to our clients.

Just as we view our advertisers’ campaigns, MediaMath is taking a humble test-and-learn approach to talent, where we will use data from multiple sources to help steer individual employee career paths and collectively drive toward our business goals. We’re confident based on past successes on a smaller scale that this new way will set us out on a better course that leads to success at scale. Stay tuned for follow-up posts on how our new approach is going in the months to come.

CulturePeopleUncategorized

The Infantryman and the Marketer

November 4, 2015 — by MediaMath

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A year into my role here leading reporting and analytics product management within MediaMath’s audience management capabilities, I’ve learned a lot about analytics, data storage and management and audience targeting. While I came to this role due solely to the trust my team was willing to place in me after a thorough interview process, I don’t come from an ad tech background per se. In fact, working at MediaMath was a career change after five years in the military and two years working at an education-related nonprofit. But during this year, I’ve learned that MediaMath and ad tech share a lot of similarities with the military–from the tools we build that power a deliberate decision-making process and unlock real-time understanding and responsiveness for our customers to how we apply an after-action review process as a foundation to agile development.

The military has a very defined process by which large decisions are made. It’s called, not so subtly, the Military Decision Making Process. The steps are:

  1. Receipt of Mission
  2. Mission Analysis
  3. Course of Action Development
  4. Course of Action Analysis
  5. Course of Action Comparison
  6. Course of Action Approval
  7. Orders production, dissemination, transition

As a former Infantry Officer, I had a chance to interact with this process both from below and from within. As a platoon leader in Baghdad in 2006, I executed orders to clear certain neighborhoods, find a specific influential person or set up a combat outpost in a new area of operations, all orders which had gone through this decision-making process at a much higher level, eventually trickling down to my platoon with a simple task in a complex environment. Later in 2009, while working on the staff that served as the operational command for all of Iraq, I saw how the 40+ different staff sections did the difficult thinking and war-gaming (think A/B testing) that supported large efforts for those doing the work on the ground.

Here on the Audience Management team, we are building tools that allow our customers to go through this same thoughtful and deliberate decision-making process, including mission analysis, Course of Action development and Course of Action comparison leading to an executable strategy. For example, our segmentation capabilities allow our customers to learn about their audience in a way they never could before. In a way not meant to be dramatic, understanding people on a very personal level while walking through the Ghazaliya neighborhood of northwest Baghdad influenced the goal and the method of our missions in the same way that understanding the audience of a strategy will influence the goal and method of any particular campaign. Without that intelligence, the infantryman and the marketer risk applying the wrong resources, in the wrong place, with the wrong message.

Our audience management tools unlock the segmentation and deep understanding of audiences through three main features:

  • Sequential targeting surfaces users based on a pattern of behavior.
  • Relative recency allows T1 customers to respond to lessons learned about timing and effectiveness in an agile-marketing way.
  • Overlap analysis exposes linkages between groups that may not have previously been known.

Additionally, our real-time segmentation enables our customers to both understand their audience by size and behavior but also to see immediately when and where they’re having the greatest effect with the greatest efficiency of effort. On the battlefield, we need troops everywhere but are limited by time and space, and one soldier standing alone isn’t effective at anything close to a 160-man infantry company acting together. In an ad campaign, massed effort that is informed by real data drives real results.

As the chief marketing officers that rely on T1 create different courses of action for their next marketing campaign, our tools allow them to do Course of Action Analysis like never before–not with guesses but with real-world data in a real-world environment. The military would dream of this kind of ability to control environmental variables and forecast ‘What would happen if…’ Our Segment Performance Report, for example, relies on an industry-leading even-level data store and powerful logic design that allows customers to build a segment today and see exactly how that segment performed in a past campaign. No guesswork. Real data. When combined with real-time segmentation, the Segment Performance Report allows marketers to dive deep into each course of action, compare multiple courses of action and then precisely apply the right media to the right audience at the right time.

Finally, after analysis and Course of Action selection is complete, our customers are able to seamlessly turn those ‘orders’ into a campaign immediately. Through an integrated workflow that allows for segment creation and immediate targeting, a marketer with MediaMath in their back pocket is able to instantly respond to market conditions with the right media, to the right audience, at the right time. This ability to decrease the decision-to-action timeline is prized in marketing as much as it is in the military. The most powerful tool in any military operation is not the tank or the computer system, but the man or woman behind it, because with their boots on the ground, they can see and respond to their environment immediately.

The infantryman and the marketer are trained not only in skill but also in judgment, both of which require a humility and willingness to test and to learn and to try again. T1 unlocks this decision-making process for marketers in real-time, with greater depth of knowledge that empowers more informed, effective and efficient marketing campaigns.

As I’ve made this personal shift in my career, I’ve learned that the building blocks of mission success are consistent across industries. Understand completely, plan thoroughly and react decisively in a rapidly changing environment, and your strategy will deliver success.

CulturePeopleUncategorized

Moving on Up

October 1, 2015 — by MediaMath

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This post originally appeared on the Adroit Digital blog. It was written by Jacob Ross, President of Adroit Digital. 

Adroit is moving to 4 World Trade Center next week, joining the rest of the New York-based MediaMath team in what has become a new digital media hub. Our company has grown rapidly and we need more space to expand our teams and better service the growing list of clients and partners.

Expanding to a bigger office was made necessary, and possible, because of all we’ve accomplished over the last two years:

  • The Shopper Cooperative now includes 250 clients, representing more than a third of the top 100 retailers in the country
  • Brands tap 500 million shopper profiles, feeding 7.6 trillion audience combinations
  • Our offices bring together 100+ engineers, sales and client specialists, campaign experts and support teams
  • We’ve been able to grow our client base significantly due to our client-centric focus on delivering great service, and great results

There’s a lot to be proud of. But of course, we would never stop here. The majority of advertisers are just starting to unlock the power that a data co-op has to reach their audience at scale. We are focused on continuing to evolve our business to deliver best-in-class offerings to our valuable clients.

Close proximity to our MediaMath colleagues will have an amplifying effect. MediaMath’s offering and platform teams give us privileged access to the best software in the industry to build upon. We already collaborate on shared clients and expect to do much more of that in 2016.

I’m excited for what this move means for Adroit and look forward to what’s in store.

Jacob Ross is President at Adroit Digital. Follow him at @jacobaross and on LinkedIn.

CareersCulturePeopleUncategorized

Infographic: Closing the Digital Marketing Talent Gap

September 23, 2015 — by MediaMath1

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The adtech industry faces a huge education and talent gap. We hear this daily, but what are we doing to solve for this? Certification and blended learning approaches to meet the needs of all learners in this industry have become increasingly sought after for people trying to advance in their career or get their foot in the door. However, navigating the industry and landscape can be difficult, especially if you don’t know where to start. The New Marketing Institute (NMI) has made education accessible through an array of certification courses, immersion programs, and talent development. By meeting the learner where they are, NMI is not only addressing the talent gap but is also serving as the trusted educational resource in the industry.

Here’s a full view on how you can engage with NMI to help solve for this problem:

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CulturePeopleUncategorized

What the move to 4 World Trade Center means for MediaMath

September 14, 2015 — by Joe Zawadzki

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In a few weeks, MediaMath will be moving into new headquarters at 4 World Trade Center, where we will join the steady stream of media and marketing companies that have been shifting the digital media industry’s center of gravity to Lower Manhattan.

The two and a half floors that we’ll occupy in this brand new building will bring a lot of important features to MediaMath’s Global Headquarters— state of the art office systems, proximity to top publishers and advertisers, enough conference rooms to actually accommodate our team, dedicated classroom space, and some fun features like yoga rooms, communal areas and breathtaking views. But what’s most important for MediaMath is how this milestone commemorates our growth over the past eight years.

This move is a milestone for our company and a physical manifestation of the hard work that our team has put into getting here. But far more importantly it should serve a symbol of all of the things we now get to do. We have an opportunity to bring over half of our global team together under one roof, instead of spread across three locations within the same city. We will have room to grow, thoughtfully. We will have space to host our partners and clients and emerging innovations, and make our offices the hub to the broader tech and media ecosystem in the same way our software is.

Thanks to all those that have been with us through the journey. From our new vantage point, expect us to continue keeping our eyes trained on the next innovations just over the digital marketing horizon. We look forward to seeing you there!

CulturePeopleUncategorized

Handle With Care: Humans in the Recruiting Process

August 4, 2015 — by MediaMath

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When I began tech recruiting during the “dot com” boom, no one thought about candidate experience. Our priority was filling the position as fast as possible to move on to the next one. We had a churn and burn mentality because recruiting was not as competitive and candidates would leap at any opportunity to work in our field.

Job seekers today aren’t just looking for the next best thing–candidates evaluate companies as much as companies evaluate them. In this age of transparency and the rise of the employee review, where prospects can investigate your company through Glassdoor and LinkedIn, companies need to treat every candidate with care because every candidate experience can affect your reputation and the employer brand of the entire organization.

Certainly my goal is to identify the best candidate for the position, but I always keep in mind that candidates are also evaluating the best positions for themselves. How can recruiters ensure that we’re meeting the expectations of every individual person behind the deluge of resumes that pour in every week?

At MediaMath, we found that the only way to meet every candidates expectations is to set those expectations realistically and respectfully. Here are four of the main principles that we guide our actions at every point of the recruitment process:

1. Treat EVERY candidate as you’d like to be treated We’ve all been on the job hunt at some point our careers. Interviewing is exhausting –both for employers and candidates. It’s very important to ensure that the advertised position is truly open and available to job seekers. The “Bait and Switch” tactic will group your recruiting efforts into the used car salesman mentality. Providing accurate job descriptions, benefit information, and other company information will show that you want that candidate to be as informed as possible to make a decision on if this is place where he/she would like to work.

2. Candidates can be customers Recruiters put themselves directly in the front line of candidates. Representing our companies as a recruiter is not that different from a customer walking into a retail location to purchase your product. Remember when you had a bad experience during a recent purchase? Don’t leave that impression on someone who might be a prospect for a future position, or who could even end up working at a client company.

3. The timeliness and accuracy of feedback is important Candidates in an active search sometimes have several opportunities in play at once. Providing timely feedback can be crucial to closing that candidate. Additionally, providing direction and informing the candidate about what to expect during the interview, who will make the hiring decision, and what the overall selection process is like will provide information on how soon a decision could be made. Sometimes that certainty in a timetable and a realistic perception of their qualifications might encourage them to resist other offers while waiting for yours.

4. Confidentiality & Trust Active job seekers could be employees at companies that do business or compete with your company. Adhering to professional ethics and keeping that search confidential is a powerful way to build candidate loyalty and trust in your company. Remember that unethical recruiting behavior can impact the way that your clients and partners see you. Make an effort to contact your candidates at a time that is convenient to them at home, not at their office. Calling them at work could humiliate them (or worse – get them fired) and diminish their trust in your company.

Keep an eye on the prize Regardless of your position within the company, MediaMath makes treating people a top priority. In our recruiting, we embody the Math Values of SPACE—Scalable Innovation, Performance, Accountability, Collaboration, and Empowerment. Learn more about MediaMath’s culture and opportunities to join our team on our careers page.