Hearst reviews

Advancement totally depends on what department you're in and who you're working with/for; upper management keeps employees in the dark; quality of life greatly depends on which magazine you work for; lack of diversity at many publications; employees made to exit through the back/side door during certain events (one example--the opening party for the new tower which few employees were invited to) this isn't exactly a morale booster; severance packages could be much better (except for top execs who get bonuses) ; only senior employees seem to be valued within the larger organization (this is not necessarily the case at individual publications); larger organization isn't terribly compassionate as a whole.

Hearst - Argyle has a very cookie - cutter brand at each station. This seems to limit each individual station to have its own identity. It can also be creatively stifling. In my experience, Hearst - Argyle operates on a shoe string budget, and lacks basic technology that allows reporters to do their jobs efficiently. Reporters are not provided with station cell phones. Reporters were given laptops, but (according to station management) Hearst's security policy does not allow broadband access. Therefore, the laptops are useless in the field, as reporters cannot access ENPS. My station has a live truck that has been out of commission for well over a year, and has not been replaced. It's been referred to as "a giant paper weight." Our ability to go live is severely limited by the inadequate microwave sites. My station's staff is so small; we routinely put a mediocre product on the air, because each employee has to produce more than any one employee should have to produce. Positions are posted, and never filled. The station could not cut any position with-in the news department, because we're already operating on a skeleton crew.