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Welcome!

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Message from our CEO, Julian West

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Who are we

We’re a team of over 70 ambitious, adventurous individuals that add up to a creative marketing agency with a single shared goal – to help our clients achieve their objectives. We’ve been J2-ing since 2001. Delivering real results for global and local brands, all built on the foundations of strategy, creative, and performance.

We’re people-first. In business and in culture.

Here, everybody has a voice. We welcome input from every avenue, give credit where credit’s due, and always listen to new ideas. We sweat the small stuff, sharing the wins and tackling the challenges together.

Because we’re a team. And that’s what teams do.

Our Values

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Our Mission

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Our History

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EMT / SMT

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EMT

Julian West

CEO / Founder

Stuart Dawson

Managing Director

Caterina Rosato

Business Director

SMT

Patrick Johnston

Director

Bill Fung

Senior Design Director / Head of Studio

Tom Palmer

Senior Design Director

Amy Duke

Business Development Director

Sarah Buttarazzi

Head of Strategy

Tom Wilson

Head of Technology

Philippa Honosutomo

Head of Client Services

Karen Taylor

Head of Artwork

You’re Hired – what’s next?

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Your first week

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Your first month

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Performance reviews

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Technical information

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Software we use

Microsoft Office
Google Docs
Filemaker
Adobe Suite
Sketch
InVision

IT

J2 will provide you with the equipment you need in order to do your job. Typically this means a Mac, mouse, keyboard, and monitor, but special equipment requests are welcomed and will be approved on a case by case basis.

Some things we are happy to purchase for you:

Laptop
Keyboard
Mouse
Stationery

To request equipment, find what you’d like on Amazon and email a link to that item or items to Nicola Horne (nicolah@j2.net) & Tom Wilson (tomw@j2.net) and we’ll do what we can within reason!

Holidays, time off, sick leave, maternity and paternity leave

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Booking holiday

To request holiday please email your line manager and copy in Nicola Horne (nicolah@j2.net). Your line manger will approve it and then Nicola will update your holiday chart and send you a breakdown of what you have left to take for the rest of the year.

Maternity / Paternity

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Click here to read more

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Getting Paid (when, how, bonuses)

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Client conduct

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Conduct with clients

This policy places a special burden on the accountant to maintain a professional demeanour at all times. Rather than leave this important aspect of behaviour to personal interpretation, we believe it is necessary to be specific about what we consider to be appropriate conduct.

After spending time with client’s personnel, a close personal relationship may arise. Although a friendly attitude is encouraged, long personal discussions with client employees during working hours should be avoided. Such disruptions of work are likely to be resented by the client’s executives.

As a general rule, discuss with client employees only those matters that are pertinent to their department and level of responsibility.

Do not discuss internal Sterling affairs with client employees.

Refrain from discussing personal matters or personal problems with client employees. This specifically includes the subject of your own compensation.

Do not comment on or criticise the work, fees, or other characteristics of other public accounting firms. Support our firm, but do not disparage others.

Do not discuss the shortcomings or idiosyncrasies of client personnel.

Avoid all talk pertaining to client matters in elevators, restaurants, public transportation, or other public places

Do not discuss procedural problems, technical questions, and controversies in the presence of client employees.

Do not make purchases from clients other than at their normal sales price.

Do not borrow money from financial institution clients unless the loan is in accordance with the institution’s normal lending procedures, terms, and requirements. Any loan must be collateralized and must at all times be kept current as to terms.

Discussions with clients

Discussions of significance with clients or requests for opinions on important tax or accounting matters should be brought immediately to the attention of Jack or Jill. It is the latter’s responsibility to decide how the matter should be addressed and to prepare a written memorandum on the subject, if appropriate.

As a result of daily exposure to client operations, staff members may be tempted to make informal recommendations, comments, or criticisms regarding the client’s staff or accounting system. Staff accountants should make such recommendations only to their immediate superior on the engagement. Suggestions to the firm should be in writing. Action taken as a result of staff recommendations will be considered when evaluating the staff person.

Confidentiality

By nature, we deal with confidential and sensitive information about our operations and our customers. Everyone on the team is expected to keep these secure within the company. It is required that all information about Sterling, its customers, and other employees, be kept strictly confidential. The release of confidential information, whether intentional or unintentional, can injure Sterling and those individuals associated with it. If a team member violates this policy, disciplinary action will be taken, up to and including immediate discharge.

All records and files of Sterling are property of Sterling and considered confidential. No employee is authorised to copy or disclose any file or record. Confidential information includes all letters or any other information concerning transactions with clients, client lists, payroll or personnel records of past or present employees, financial records of the Sterling, all records pertaining to purchases from vendors or suppliers, correspondence and agreements with manufacturers or distributors and documents concerning operating procedures of the Sterling. All telephone calls, letters, or other requests for information about current or former employees should be immediately directed to Jack or Jill. If a team member is unsure if something is confidential or has any questions regarding the team member’s responsibilities in dealing with or releasing confidential materials, please ask Jack or Jill.

Team member classification

Full-time Team Members

Full-time team members are employees who are normally scheduled to work at least thirty-five (40) hours per week. Full-time team members are eligible for all of the benefits set forth in the following pages.

Part-time Team Members

Part-time team members are employees who are normally scheduled to work fewer than thirty-five (40) hours per week. Part-time team members are not eligible for most benefits. Part-time team members should consult Jack or Jill to determine those benefits, if any, for which they are eligible.

Temporary/Freelance Employees/Interns

Temporary team members are employees who are employed to work on special projects for short periods of time, or on a “fill-in” basis. These positions are not intended to be a part of continuing operations. The employment status of temporary team members will not be changed as a result of an extension of employment in excess of that originally planned. Temporary employees are not eligible for benefits. If you have any questions concerning your employee classification or the benefits for which you qualify, please consult the Jack or Jill.

Hybrid working

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Benefits

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Company benefits

Annual company bonus scheme (discretionary based on performance)
3% company contribution to pension
24 days holiday
Additional holiday through loyalty bonus scheme
Flexible working – 3 days WFH / 2 days Studio based (hopefully progressing to 2 days WFH / 3 days studio based over time)
(although we encourage you to spend as much time as possible in the studio in the initial months)
Flexible hours between 7am – 7.30/8pm
You’ll be joining a 20-year business with a start-up mindset.
Regular company socials and away days
Access to wellbeing hub
Professional development training

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Socials / The 'Social Sisters'

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By seeking insight, inspiration and cues from all of our individual passions, experiences and values we aim to create an approach to ESG that is bespoke to J2 and created by us all.

We have broken this down into four themes.

DEI

Diversity – Building a team from a variety of backgrounds and experiences.

In the workplace – Workplace Diversity is the range of human differences within a company, including but not limited to race, ethnicity, gender identity, sexual orientation, age and social class.

Beyond the workplace – Our work and our actions can positively and actively promote diversity beyond our four walls. We have an influence on our clients and the industries they work within. We have opportunities to utilise our skills and expertise to create positive change and represent the very best of the creative industry.

Equity – Setting our team up for success through access, opportunity and support.

More than just equality, equity is about providing access to the right level of opportunity and support for everybody. This is not just about individual people with individual cultures, religions, backgrounds, physical and mental needs, but also their situations. For instance: parents, care giver, non-parents etc.

Inclusion – Ensuring that everyone is heard and valued.

The act of making a person part of a group, where each member is afforded the same rights and opportunities.

It has a direct impact on whether people feel a sense of belonging, feel heard and feel safe to express themselves authentically.

Sustainability

As a business, we want to move towards full responsibility, integrity and accountability for all aspects of sustainability.

This theme encompasses sustainability in the broadest sense – taking active responsibility for our individual and collective impact on the planet and the people within it while positively contributing to the economy.

Environmental Sustainability – Our impact on our local environments and the planet will be a big focus for this theme. We’ll be looking at a greener supply chain, greener energy sources and proactive initiatives to contribute positively to our environment.

We’ll be taking action as a business as well as providing resources and a platform for knowledge-sharing to enable those of us who are interested to make small individual changes that collectively make a big difference.

Social Sustainability – There is some crossover here with our community theme, which we have separated because community forms such an important part of J2’s values and ambition.

Our main goal with regard to social sustainability is to ensure that our choices and supply chain are not only environmentally sound, but also ethical, protecting the human rights of the people that contribute to everything that J2 encounters as a business.

Economic Sustainability – This refers to practices that support long-term economic growth without negatively impacting social, environmental, and cultural aspects of the community. Our ESG initiatives will intrinsically contribute to our economic sustainability.

Community

Our community theme moves beyond the boundaries of our business to the people around us and the causes that matter to us. We are a passionate bunch and we want our collective energies to make a positive impact on the communities around us.

We are developing a positive involvement with charities and the individual communities we connect with, to build a more focused strategy.

Health & Wellbeing

We’ll be formalising our approach to health and wellbeing, taking a 360 approach to ensure that our policies, practices, working environments and culture are as progressive and enriching as possible.

A few things we’ll be looking at:

Education, resources and process around mental health
Assessment and continual improvement of our working environments
Review, clarity and visibility on all HR policies
Education, resources and initiatives to encourage physical health
A sustained focus on professional development

Company Policies and Procedures

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Expense Policy

Family friendly policies & procedures

Operational policies & procedures

Absence policies & procedures

Equal opportunities, bullying & harassment

Disciplinary & grievance policies & procedures

Leaving the business

Closing Message

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