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Marching forward marchFIRST is the new name of the company formed through the merger of management consutancy Whittman-Hart and Web services provider USWeb/CKS, completed on March 1, 2000. Although the company waited until March 23 (22 days!) to announce its new name and corporate vision, (marchFIRST, get it?) it is anything but behind the times. marchFIRST provides Internet business strategies and systems to companies who want to ride the wave of e-commerce by helping them build business models, brands, systems, and processes to capitalize on opportunities created by the Internet and related communications technologies. The company also provides integrated application hosting services and, through affiliate Bluevector LLC, plans to provide access to venture capital and external funding sources. The company's clients range from mid-size businesses to Fortune 100 companies like Dell Computer and American Express. It also has strategic partnerships with Hewlett-Packard, Microsoft and Sun Microsystems. In the beginning, before there was marchFIRST... As an information technology services company prior to the merger, Whittman-Hart provided technology-based e-Business solutions, including back-office business systems integration, supply-chain management, and business-to-business processes and technologies. USWeb/CKS was a provider of Internet professional services, with an emphasis on emerging e-commerce companies and the Fortune 500 business-to-consumer marketplace, and offered strong strategy and creative capabilities. The new company takes advantage of USWeb/CKS's expertise in application hosting and infrastructure services, e-commerce experience with larger enterprises, and its extensive ties with Microsoft and other partners. Whittman-Hart, meanwhile, provides the reach into the mid-market that has eluded USWeb. marchFIRST is able to handle seemingly everything in the spectrum: up-front consulting and strategy, marketing and branding, web site design and e-commerce, and back-end integration. The long and winding road What could the interactive agency with everything want? How about a consulting arm, to enhance relationships with financial institutions and provide full consulting services to clients? Back in July 1999, USWeb/CKS announced an agreement to acquire the Mitchell Madison Group, a management consulting firm specializing in business-to-business and financial consulting. MMG worked with top-notch clients, including seven of the top 10 telecommunications companies worldwide, and six of the 10 top investment banks. USWeb/CKS absorbed MMG's 550 consultants, and Tom Steiner, the managing partner of MMG, became the COO and president of USWeb/CKS. Not one to let merger opportunities pass it by, soon thereafter Whittman-Hart announced a $14 billion, stock-for-stock deal with USWeb/CKS. The deal closed on March 1, 2000, with USWeb shareholders receiving about 57 percent of the combined company and Whitmann-Hart's shareholders retaining the rest. Whittman-Hart chairman and CEO Robert Bernard was named CEO and president, while US Web/CKS CEO Robert Shaw was named chairman of the board. When the birth of marchFIRST was announced in full-page ads in newspapers like The Wall Street Journal and The New York Times, employees received a sheet of red film, which they could place over the ads to read hidden messages from president and CEO Robert Bernard. Despite all the good news, the spring of 2000 was cruel to some employees of marchFIRST. The post-merger hangover hit, and hit hard. The company laid off a total of 260 employees between January and mid-May. In addition to this, another 30 employees were persuaded to take early severence packages. CEO Robert Bernard said that the eliminated positions were "redundant" after the merged companies streamlined their operations to set up one corporate HQ in Chicago to serve the entire organization.
When applying to MarchFirst, sources say it's important to have a proper resume. Over 90 percent of applicants are automatically screened out because they don't follow proper guidelines. Another inside contact warns that "if the ad says no phone calls, don't call in or it will kill your chances of getting an interview. The partners generally prefer e-mail anyway." If you manage to score an interview with MarchFirst, be prepared to demonstrate that you know what they're all about. Managers are looking for candidates with strong communication skills, so be sure to always use proper grammar, spelling and punctuation, even in e-mail. Also important (for tech types) is an aptitude and passion for software development. Candidates typically endure several interviews, and traditionally, they take you out to lunch. Applicants for consultant positions can expect some specific, pointed questions about database design theory, so it's a good idea to bone up on Codd's relational database rules. One of our sources reveals that "they actually do sometimes ask people to describe the 5th normal form." Insiders say it's rare that they call someone back for a second round, "if the best of the applicants isn't deemed to be good enough for our office, they'll wait for more applications and start another round. They will NOT simply hire a warm body, no matter how badly we need people. "Experience is highly desirable, said one insider, particularly for non-technical positions. On the other hand, programmers with the skill sets, methodology, collaborative and communication skills that we need here are very rare. So when it comes to hiring consultants, we expect to train them."
Considering the company's constant acquisitions, employees say "we simply haven't been one big, happy company long enough to be able to comment on the corporate culture." The company does not really operate as one big firm, rather an association of smaller ones. In some offices you'll find a great, cool, supportive culture while others are more sterile or even political. Insiders say "it all depends on the management team." However, there is a sense that the people working for MarchFirst are "an enthusiastic, congenial group from many backgrounds who all work together to do a great job, make our customers happy, and put some money in our pockets." Sources say the corporate Intranet may help to bridge the gap, because it "fosters communication among co-workers across the nation." One insider from a corporate department reports that "dress is casual and hours are very flexible." She adds that "hours are probably longer in the field offices, but you're likely to have a better culture." Employees say that's where you'll find the real action and opportunities for success. In addition, corporate is the first place cuts are made when times get tough. There is no dress code at marchFIRST. "We're fine with blue jeans," said one source from the company HQ. "In fact, he added, the managing partners have even told applicants not to dress up for interviews." Other offices are more formal, but they do allow dress down Fridays. Work hours vary by department, but are typically 9-5 M-F, give or take a few hours: database programmers are expected to put in 40 client-billable hours per week. Salaries vary by office, but corporate wants to change that soon. Some say their compensation is "excellent," while others describe is as "generally competitive for the locality." But with stock options, most agree that "there's a good chance to make big money in the long term." Employees coming in as associates or consultants can expect to make between $60k to $90k. Plus, salaries and stock options increase as you move up the levels. The fantastic benefits include medical insurance, life and disability insurance up to twice your annual salary, an outstanding stock purchase plan that basically results in a minimum 15 percent bonus each year, and by far the most generous vacation policy around. Little perks also vary by office, including beer & doughnuts on Fridays. "There's no glass ceiling here, reports one source, some of the company's top officers are women." And employees say "the company is about as family-friendly as they come." The only thing missing is on-site day care. Employees think the relative dearth of minority employees is really a reflection of the state of the computer industry but "that's starting to change," said one insider.
Linda Keala Human Resources (800) 426-7767
AT&T;IBM;IMall;MCI;Modem Media;Netcom;Proxicom;Organic;True North;WPP Group More Company Profiles For more career information, go to Vault.com ©2000, Vault.com Inc
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