Our 8,900-strong team of multidisciplinary digital talent is organized across 57 talent hubs in 31 countries, connected by our API-inspired model which enables us to unlock innovation across a portfolio of services and meet the needs of our clients as co-innovators. Unlike traditional networks and traditional holdcos, our model offers clients seamless access to talent whose skills amplify brands’ ambitions. Throughout four years of rapid growth, we’ve merged with the world’s leading partners in content, data & digital media and technology services, integrating these teams under one unitary brand to further unlock each of their potential.
We know that best-in-class talent want to do best-in-class work with boundary-pushing brands. Through our integration efforts, we’re answering the industry’s call for a new kind of partner: a fully-integrated digital-first collective. We work best alongside brands who share our vision for rapid transformation and growth. This mentality attracts the coolest accounts: both household and challenger brands, committed to like minded world-changing ideas in the realms of DE&I, CSR innovations and more—the type of brands that get our Monks out feeding the feeds, passionate about the work they’re doing. With a digital-first mindset, our work is innovative and invigorating— aligned with always-moving culture instead of traditional, old ways of working. Clients are taking note. But more importantly, our people are growing too.
Our “Culture, Belonging & Representation” initiatives are aimed at fostering an environment of diversity, inclusion and belonging. They include cultural and heritage-based celebrations, seven community groups (ERGs), culture coalitions (volunteer groups fostering peer-driven community in local offices), and other events like those hosted in LA by Melanin.Monks and Pride.Monks celebrating culture and supporting local creators and the business community. “Community Outreach & Impact” promotes local community engagement via our Monk Action Committees. Awareness includes bespoke online training on how we treat others, hire and collaborate, and basic DE&I principles. In 2022, we launched Diversity in Action, our five-pillar DE&I framework that sets the foundation for us to continue to diversify our workforce while furthering an environment of inclusion, equity and belonging for our people. CPO James Kinney recently wrote “We don’t do it for the stats. We do it for our people.” In 2022, we relaunched our recruiting department as “Talent Discovery” – which now provides a 50% diverse candidate slate and trains hiring managers on overcoming unconscious bias when hiring.
Our entrepreneurial spirit brings a sense of ownership, accountability and — importantly — pride of work. The result? We create things that matter for the world: Anne Frank House: The Bookcase for Tolerance, Studio Roosegaarde: GROW, and Getty Villa: Persepolis Reimagined, to name a few. Accelerate.Monks is our first professional development program aimed at developing skills to help employees excel at Media.Monks and within the industry. Taught by internal and external experts, employees will have the opportunity to learn how to read financial statements, presentation skills, prospecting leads, strategy, technology, contracts and more. Separately,, our “Total Rewards” program is global and comprehensive across all businesses from entry level talent to our c-suite. Total Rewards is built to deliver an always on 24/7 high performance organization that rewards our people. Our thesis includes compensation, equity, benefits, perks, time and training as methods of recognizing employees.
In 2022, we asked our employees to vote on which values most closely aligned with them. Of a wide array of options, Empathy, Transparency, and Diversity rose as the top three. We reported these findings to the company at our 2023 Global Kick-off, and were proud to align our team around a set of values that reflect, and were chosen by us. These intrinsic values have sparked people-driven initiatives like The Empathy Experiment, an award-winning, immersive platform for roleplaying tough conversations to build empathy, was launched by Creative Director Beryl Chung and presented at ANA’s 2021 Multicultural Marketing and Diversity Conference.
This year we created a new full-time role for Talent Experience in the US, and launched in ten US cities “Culture Coalitions” – volunteers with the common goal to create peer-driven communities. Our three largest offices hosted weekly catered lunches and launched hybrid monthly “Huddles” (All Hands/Town Halls) where those who joined in person got to hang out. Our Culture Coalitions planned a diverse range of activities, including some during work hours and/or at the office to encourage in-person attendance, such as social gatherings with food & beverage surrounding various company hybrid events and after-hours sporting event watch parties. We launched a content series both internally and externally penned “Monks on the Map” where rotating offices take over our Instagram channel for a week to showcase why their day to day and office culture inspires the work they do. This program launched with a feature of the restaurants, bars and shops in Venice Beach that bookmark our LA office.
With an aim to disrupt at scale, we collaborate as a single team. A collective of changemakers — diverse, digital natives with the skills to create technology and shape culture. Our diversity of talent, with depth across all areas of expertise, is unparalleled globally. Our unitary structure instills in our people common values, goals and a collaborative spirit that leads to the pooling of skills and knowledge toward innovative client solutions. Built on the entrepreneurial spirit of our now-unified companies, Media.Monks is led by industry icon Sir Martin Sorrell who is fully accessible, known for responding to emails within minutes and communicating to the entire workforce weekly through his personal email.
Our Total Rewards program cycles occur bi-annually in April and October, and are built to deliver an always on 24/7 high performance organization that rewards our people. Our thesis includes compensation, equity, benefits, perks, time and training as methods of recognizing employees. Media.Monks Chief People Officer James Nicholas Kinney says, “Family and caregiving should be truly inclusive and can have many definitions. Our policies and programs are designed to support any person on their caregiving journey.” The purpose of paid parental leave, also known as caregiver leave, is to give Media.Monks employees time to care for and bond with a newborn, a newly adopted, or recently placed child. In the U.S., Media.Monks provides up to sixteen weeks of paid parental leave to eligible employees following the birth of a child or the placement of a child with a qualified employee in connection with adoption or foster care. Employees are encouraged to decide for themselves the appropriate amount of time to take and when to take it. The sixteen weeks do not need to be taken consecutively, but they must be taken in at least two-week blocks.
Media.Monks, the digital-first operating brand of S4Capital plc, connects content, data & digital media and technology services across one global team built from the bottom up. Inspired by the connectivity and flexibility of technology APIs, a single-P&L model offers clients seamless access to a 8,900-strong team of multidisciplinary digital talent organized across 57 talent hubs in 31 countries. With an aim to win the decade, Media.Monks is leading brands into a new digital era—virtualization—defined by a continually evolving set of consumer behaviors and a redefined relationship with the digital touchpoints in our lives. Media.Monks partners with some of the world’s most innovative companies, top tech brands and up-and-coming DTC and B2B brands, helping them own their data, transform their digital marketing and build customer ecosystems through both custom and enterprise technology solution-enabled experiences.
1214 Abbot Kinney Blvd, Venice, CA
Sir Martin Sorrell
1001 - 10000