“You can’t do a good job if your job is all you do.”

“You can’t do a good job if your job is all you do.”

Embracing work-life balance just makes sense. 

It benefits our team, our clients, and our world.

I created this business when I was pregnant with my first child.

I already had nearly a decade of experience in digital marketing.

I knew I was damn good at what I did. But I didn’t want work to be my whole life anymore. And corporate America meant that the odds were stacked against me.

So starting my own digital marketing agency seemed like the right next step.

And when it came time to hire help for my business, I knew I wanted to provide others — particularly women and minorities — with the support, care, and flexibility I wish existed in U.S. corporate culture.

Our Team Is Damn Good at Our Jobs

And we also consider work-life balance a priority.

Whether that means working fewer hours over the summer to tour with their band or taking time off due to family illness, our employees know they will only find support from management here.

And we work as a team to fill in the gaps when the unexpected happens. 

We’re better at our work because of it.

We believe that companies can deliver quality, reliable service to their clients but still honor their employees’ needs to live a full, happy life outside of work.

In fact, we deliver better service because of our commitment to work-life balance. And we’re able to attract more talented and dedicated employees.

  • 72% of respondents consider work-life balance an important factor for selecting a job. (Statista)
  • Companies that promote work-life balance record two times more productivity than those that do not. (Deloitte)
  • About $190 billion is spent each year to address the psychological and physical effects of burnout. (Harvard Business Review)
  • 51% of employees feel that they are unproductive as a direct result of workplace stress.
  • Flexible work arrangements make 78% of employees feel more productive.
  • More than 60% of job candidates rank flexible work arrangements as key components in attracting them to a company.
  • Stress costs companies an estimated $300 billion every year.

We’re not done yet!

As we expand, we have other goals we’d like to achieve to support our team members’ well-being — and for supporting our clients more efficiently and effectively.

It’s what gives us purpose and meaning in our work as managers of the company.