hbr.org Open in urlscan Pro
13.32.99.13  Public Scan

Form analysis
1 forms found in the DOM

GET /search

<form action="/search" method="get">
  <div class="search-container ">
    <input type="hidden" name="search_type" value="search-all">
    <input class="pts pbm search-box-desktop" autocomplete="off" name="term" data-type="search-input" placeholder="Search hbr.org">
    <input class="search-box-mobile" autocomplete="off" name="term" placeholder="Search hbr.org">
    <button>
      <svg aria-labelledby="title" viewBox="0 0 24 24">
        <title>Search</title>
        <g>
          <path d="M24.06,23.22l-6.38-6.38a10.11,10.11,0,1,0-.85.85l6.37,6.37ZM1.2,10.13A8.93,8.93,0,1,1,10.13,19,8.94,8.94,0,0,1,1.2,10.13Z"></path>
        </g>
      </svg>
    </button>
    <a href="#" class="clear-search-box do-not-show" js-target="clear-search-box">CLEAR</a>
  </div>
  <div class="backdrop-white width-100pct zindex-highest hide top-header--search-suggest" data-purpose="search-auto-suggest">
    <div class="font-gt-america">
      <ul class="no-bullet ptm mbs" data-container="results">
        <li class="pbm pts line-height-normal font-size-15 darker-medium-gray"></li>
        <li class="pbm pts line-height-normal font-size-15 darker-medium-gray"></li>
        <li class="pbm pts line-height-normal font-size-15 darker-medium-gray"></li>
        <li class="pbm pts line-height-normal font-size-15 darker-medium-gray"></li>
        <li class="pbm pts line-height-normal font-size-15 darker-medium-gray"></li>
        <li class="pbl pts line-height-normal font-size-15 darker-medium-gray has-border-bottom"></li>
        <li class="ptl font-size-xsmall text-gray-light font-bold">SUGGESTED TOPICS</li>
        <li class="pbm pts line-height-normal font-size-15 darker-medium-gray no-bullet"></li>
        <li class="pbm pts line-height-normal font-size-15 darker-medium-gray no-bullet"></li>
        <li class="pbm pts line-height-normal font-size-15 darker-medium-gray no-bullet"></li>
      </ul>
    </div>
  </div>
</form>

Text Content

Navigation Menu

Spotlight Series / What Companies Get Wrong About Talent Management
Subscribe Sign In
Account Menu
Search Menu
Close menu
Search CLEAR
 * 
 * 
 * 
 * 
 * 
 * 
 * SUGGESTED TOPICS
 * 
 * 
 * 

Explore HBR
 * Diversity
 * Latest
 * The Magazine
 * Ascend
 * Most Popular
 * Podcasts
 * Video
 * Store
 * Webinars
 * Newsletters

Popular Topics
 * Managing Yourself
 * Leadership
 * Strategy
 * Managing Teams
 * Gender
 * Innovation
 * Work-life Balance
 * All Topics

For Subscribers
 * The Big Idea
 * Data & Visuals
 * Reading Lists
 * Case Selections
 * HBR Learning
 * Subscribe

My Account
 * My Library
 * Topic Feeds
 * Orders
 * Account Settings
 * Email Preferences
 * Log Out
 * Sign In

 * 
 * 
 * 
 * 

Subscribe Diversity Latest Podcasts Video The Magazine Ascend Store Webinars
Newsletters All Topics The Big Idea Data & Visuals Reading Lists Case Selections
HBR Learning My Library Account Settings Log Out Sign In


YOUR CART

Your Shopping Cart is empty.
Visit Our Store
Guest User
Subscriber
My Library Topic Feeds Orders Account Settings Email Preferences Log Out
Reading List
Reading Lists
Diversity Latest Magazine Ascend Topics Podcasts Video Store The Big Idea Data &
Visuals Case Selections HBR Learning
You have 1 free articles left this month.

You are reading your last free article for this month.

Subscribe for unlimited access.
Create an account to read 2 more.
Talent management


RETHINK YOUR EMPLOYEE VALUE PROPOSITION

Offer your people more than just flexibility.
by
 * Mark Mortensen
   and
 * Amy C. Edmondson

by
 * Mark Mortensen
   and
 * Amy C. Edmondson

From the Magazine (January–February 2023) · Long read
Kemal Sanli
Spotlight Series / What Companies Get Wrong About Talent Management

01
How Financial Accounting Screws Up HR
02
Rethink Your Employee Value Proposition
03
Designing Jobs Right
Summary.    A lot of leaders believe that the formula for attracting and keeping
talent is simple: Just ask people what they want and give it to them. The
problem is, that approach tends to address only the material aspects of jobs
that are top of employees’ minds at the...more
 * Tweet
 * Post
 * Share
 * Annotate
 * Save
 * Get PDF
 * Buy Copies
 * Print

The Great Resignation and a highly competitive labor market have made attracting
and retaining talent a major challenge for employers. To meet it, many are
following a basic strategy: Ask people what they want and try to give it to
them.





Temptingly simple as this response is, it can be a trap. It tends to focus
discussions on the material aspects of jobs that are uppermost in employees’ and
recruits’ minds at the moment. In the past the foremost issue was often pay, but
most recently it has been flexibility—notably, remote and hybrid work. And while
material offerings are the easiest levers to pull (you can decide to give a
bonus tomorrow) and are immediately appreciated, they’re easy for competitors to
imitate, and their impact on employee retention is the least enduring. An
overreliance on them can set up a race to the bottom as employers strive to
outbid one another for talent.

There’s a much better approach—one that improves hiring and retention and shifts
the focus of leaders and workers alike from what they want in the moment to what
they need to build a thriving and sustainable future for the organization and
for themselves. It’s designing and implementing an employee value proposition—a
system composed of four interrelated factors.
Material offerings include compensation, physical office space, location,
commuting subsidies, computer equipment, flexibility, schedules, and perks.

Opportunities to develop and grow comprise all the ways an organization helps
employees acquire new skills and become more valuable in the labor market—for
instance, by assigning them new roles, putting them through job rotations,
offering them training, and promoting them.

Connection and community are the benefits that come from being part of a larger
group. They include being appreciated and valued for who you are, a sense of
mutual accountability, and social relationships. Their foundation is an
energizing culture that allows people to express themselves candidly and
engenders a sense of belonging.

Meaning and purpose are the organization’s aspirational reasons for existing.
They align with employees’ desire to improve local and global society. They’re
the answer to the core question of why employees do the work they do.

These factors vary with respect to how employees experience them. First, they’re
either short-term or long-term. Material offerings and connection and community
are experienced in the short term. (While connection and community obviously
take a long time to build, they’re experienced in the present—employees are
motivated by the relationships and culture they encounter today.) Growth and
development and meaning and purpose are experienced in the long term.

Studies have highlighted the perils of focusing too much on material offerings.

Second, the factors are either individual or collective. Material offerings and
growth and development opportunities are given to people on an individual basis,
while connection and community and meaning and purpose are experienced on a
collective level.

Leaders need to address the factors holistically to ensure that a focus on one
doesn’t undermine another. Take one of employees’ most significant current
demands: to be allowed to work remotely. While junior employees may be thrilled
to be able to do their jobs from home, they realize that doing so has a cost.
When 544 U.S. college students and recent graduates were recently asked by the
Generation Lab what they would miss if they worked remotely, 74% cited the
office community, and 41% said mentoring.

In our consulting work and research with companies in industries ranging from
financial services to software to consumer goods, we have encountered a handful
of executives who are thinking about how the four factors affect interactions
with workers. Realizing how fragile the bond between an employee and a company
can be, they’ve stepped back to try to identify all the things their people need
over time to thrive and produce high-quality work. One such HR executive told
us, “Worried about losing people, senior leadership keeps telling us to ‘throw
retention dollars at them.’ But they need to be asking, ‘What are we doing to
develop them? What are we doing to give them purpose?’” Several studies support
this point of view. For example, research by the University of Toronto’s Jing Hu
and Jacob B. Hirsh found that people will accept lower salaries for doing
meaningful work.

Other studies, including our own ongoing work, have highlighted the perils of
focusing too much on material offerings. Researchers at Microsoft and the
University of California, Berkeley, who analyzed the emails, calendars, instant
messages, video and audio calls, and working hours of 61,182 U.S. Microsoft
employees during the first half of 2020 found that remote work made their
relationships more siloed and reduced collaboration. And work relationships
matter enormously to lots of employees. We spoke with one young computer
scientist who recently left a coveted position at a large financial services
company expressly because its work-from-home policy meant no one was in the
office; she took a job at a tech firm that required employees to be in the
office at least four days a week. As a recent graduate of a vibrant computer
science program at a top university where students learned from one another and
enjoyed socializing together, she valued the energy, camaraderie, and idea
sharing that came naturally with physically working alongside her colleagues.

Another body of research shows that people tend to prioritize satisfying their
short-term individual desires. A recent discussion with a head of a department
in a private financial group offers a case in point. The executive told one of
us (Mark) that he disagreed with the CEO’s “out of touch” push to get his team
to return to the office, arguing that he enjoyed working from home and that the
high level of productivity of team members was evidence that they should be
allowed to stay fully remote. Mark said he believed that the executive probably
was more productive individually but wondered how well he thought his junior
people were being mentored and whether his group still felt strongly connected.
The executive’s face fell, and he nodded and said, “You’re right, I hadn’t
thought about that.” Overcoming the automatic biases that prioritize the present
over the future and one’s own needs over those of others requires thoughtful,
skilled communication from leaders.


WHY A SYSTEMIC APPROACH IS NECESSARY

At many companies the four factors are managed separately. HR handles growth and
development, for instance, while the C-suite owns purpose. Companies also tend
to address the factors in sequence: They focus on offering competitive pay to
hook recruits and then highlight their development opportunities to retain
existing workers. That approach ignores how changes in one factor affect others.

Consider what happened at one software firm that serves companies in
engineering, construction, and manufacturing. After Covid-19 cases subsided, the
CEO and other top executives wanted everyone back in the office. But employee
surveys indicated that people didn’t want to come back. The executives relented,
only to have employee engagement scores suffer over the next few months.
Interviews with staff members revealed a “loss of connection,” with many saying
that they missed seeing their colleagues or that their “experience of belonging”
was diminished. As the engagement scores continued to fall, executives
discovered that people were less happy despite being given what they ostensibly
wanted. The executives realized that they had failed to consider how remote work
might affect employees’ sense of community over time.

See more HBR charts in Data & Visuals

While such systemic effects are intuitively easy to appreciate, most companies
ignore them in practice. For instance, companies invest untold hours and
consulting fees in compensation benchmarking but rarely measure what their own
employees think of their compensation, particularly in the context of purpose,
advancement opportunities, and community.

Though problems occur most frequently when a firm’s singular focus is on
material offerings, they also arise when it’s on other factors—something UNICEF
recently discovered. When it comes to attracting talent, UNICEF arguably has one
of the most compelling and motivating purposes anywhere: to protect the world’s
children. Not surprisingly, that mission has long been a primary asset in
recruiting and retaining talent. But investigations conducted in 2018 and 2019
revealed that the organization’s mission-related “results at all costs” culture
had encouraged bullying and harassment and triggered many departures. In our
discussions with them, senior UNICEF officials recognized that by promoting its
incredibly powerful purpose in isolation, the organization had inadvertently
created a toxic culture. That recognition led them to launch initiatives to
balance purpose with employee development and connection and community.

As both examples illustrate, an effective and enduring employee value
proposition requires treating the four factors as interdependent parts of an
integrated system. That makes synergies possible. The experience of the CEO of
another software company reveals how. In early 2021 he recognized the need for a
multidimensional approach to engaging employees. His new hybrid work policy,
postponed twice in response to new variants of Covid, was unusually
comprehensive. It began with a renewed emphasis on the company’s purpose:
solving problems together to create a better world. Senior leaders spoke often
about why the work the company did mattered and how employees in diverse roles
contributed. The company also rolled out a leadership development program to
support a culture of learning, psychological safety, and collaboration and
offered a set of growth and development opportunities that clarified how people
throughout the workforce could move up in the organization. Critically, the CEO
recognized that the elements of the program worked in combination—for example,
that while the culture of learning obviously supported individual growth and
development, a focus on collaboration promoted peer-to-peer mentoring, the
sharing of best practices, and other forms of connection. Renewing the purpose
energized the culture, according to employee surveys. With those factors
addressed, the company turned to its material offerings regarding remote work.
The new policy asked employees to spend two or three days at the office a week;
each team was allowed to figure out the best days and rhythm for its members’
work, and the company doubled down on making its offices around the world
attractive to employees.

Another example of the effectiveness of an integrated employee value proposition
can be seen in the turnaround that Hubert Joly led at Best Buy after becoming
its CEO, in 2012. He deliberately put purpose—“enriching customers’ lives
through technology”—first. In a 2021 Forbes article, he recalled, “We achieved
this turnaround by pursuing a noble purpose and treating profit as an outcome,
not a goal.” He emphasized how a noble purpose aligns with employees’ own thirst
for meaning, creating a virtuous cycle of “human magic” that gives rise to an
energized community focused on delighting customers. Yes, Joly also gave workers
better perks and reorganized store floor plans. But critically, he didn’t cut
staff or wages—the conventional approach to turning around a company—and instead
invested not only in purpose but in culture and training.

Kemal Sanli

When senior executives think systemically, they naturally consider the
relationships among the factors in the employee value proposition. They wonder,
“How might this change impact other things that employees care about?” Garry
Ridge, who retired as WD-40’s CEO last year, did just that when his employees
expressed a desire to continue remote work as the pandemic waned. He told us,
“We came out with a philosophy called Work from Where, in which we said, ‘We
don’t care where you work from, but we do ask that you use our corporate values
to make your decision.’” One of those values is “creating positive, lasting
memories in all relationships,” which encouraged employees to explicitly weigh
whether they were contributing to the WD-40 community (another corporate value)
against a preference for working from home—and to figure out when remote work
was effective and when it wasn’t. According to Ridge, most employees chose to
work in the office. He added that an integrative approach is self-reinforcing:
“We think about it holistically, we act consistently, and the snowball of
benefits gets bigger.” There is evidence to support that: In a recent survey,
90% of WD-40 employees said that the company’s culture had improved in the
previous year—a period when employee disenchantment at many organizations had
grown. It’s notable that WD-40’s engagement scores have been over 90% for the
past 22 years. During that time its total shareholder return has grown at a
compounded annual rate of 15% and its revenues have tripled. Its market cap also
grew from $300 million to $2.4 billion (as of October 2022).


WHAT SHOULD LEADERS DO?

A systemic approach to attracting and retaining employees entails three steps:


1. ASSESS WHAT YOUR COMPANY HAS AND WHAT YOUR EMPLOYEES NEED.

Start by understanding both the supply and the demand sides of the equation.
That requires collecting information on what your organization is currently
providing with respect to each of the four factors, how employees experience
them, and what your employees want. Data collected using traditional survey and
interview methods will suffice. But don’t skim the surface. When you examine
employee engagement, don’t focus just on scores; also investigate the causes of
changes. A rise in intent-to-leave scores, for instance, may be driven by either
a perceived lack of growth opportunities or a feeling of being disconnected from
colleagues. Each cause has different implications for action.


2. CHANGE THE CONVERSATION.

Once you have data on what your organization is providing and what your
employees need, make sure managers and their reports are discussing the employee
value proposition in an integrated way. If you’re explicit about how the factors
are related, it will reduce disagreements and misunderstandings around the “why”
underlying key decisions. Don’t just announce the policy; explain why it’s
necessary for the company and how it will benefit employees over the short and
long term.

As with any attempt to change mindsets and behaviors, repetition and consistency
are critical. So make sure that you have thoughtful, structured conversations
about the relationships among the factors when:

Next In
What Companies Get Wrong About Talent Management
Designing Jobs Right



Make them challenging—but don’t overdo it.



Recruiting and onboarding (including reonboarding of pandemic hires). During
interviews you should not only ask candidates about what they’re looking for
from the company but also clearly lay out the system of offerings that your
organization provides over time. By determining whether the needs of potential
employees are aligned with those of the company, you can reduce costly hiring
mistakes. In addition, explicitly discussing the rationale underlying your
employee value proposition can help you craft an offer that’s more compelling
than your competitors’. In onboarding new hires, avoid “Rah, rah, let us tell
you about our culture” sessions; instead show how your culture supports
individual development and the organizational mission.

Subscribe to our Monthly Newsletter
Leadership
The qualities of the most effective leaders are always changing. Read our
latest.
Sign Up
Thanks for signing up, !
You can view our other newsletters or opt out at any time by managing your email
preferences.

Managing performance. Your system for this should measure all four factors.
Consider building your assessments—whether for teams, business units, or the
entire company—around questions that encourage employees to think broadly about
their work: How does my work contribute to the organizational purpose? What am I
doing to build relationships, create community, and maintain a positive, strong
attitude and energy on my team? What learning and development opportunities am I
pursuing, and how do I support others on our team and their learning? What am I
doing to ensure the delivery of excellent results wherever and whenever I work?
Hold ongoing conversations about those issues to reinforce a holistic employee
value proposition.

Setting and adjusting policies. At the introduction of any new or updated policy
be sure to explicitly note how the policy affects the four factors. That will
help employees think about its broader effects and recognize trade-offs they
might overlook. It will avoid the kind of backlash that Apple experienced in the
spring of 2022, when it was forced to pull back its mandate that employees work
in the office three days a week. According to National Public Radio, “the
company decided to postpone its plan after more than 1,000 current and former
employees signed an open letter [that] called the plan inefficient, inflexible,
and a waste of time.”


3. CONTINUALLY UPDATE.

Employees’ needs are dynamic and should be reassessed on a regular basis.
Collecting data annually will suffice for most companies, but those experiencing
a significant event such as a major merger or acquisition may want to do it more
frequently. Ongoing measurement is vital to evaluating how relationships among
factors in the system may shift as reinforcing loops or tensions strengthen over
time.


. . .

Approaching employee attraction and retention as a system helps avoid a race to
the bottom, makes a company’s employee value proposition harder to imitate, and
helps create a clear narrative that reduces us-versus-them tensions between
managers and their reports. It allows your organization to move from reacting to
the demands of the moment—whether they’re for signing bonuses or remote work—to
creating an environment that enables people to reach their full potential. And
that is the key to building an organization that thrives over the long haul.

To access a free survey tool that will help you assess how well your company’s
employee value proposition serves your needs, go to Integratedevp.org.

A version of this article appeared in the January–February 2023 issue of Harvard
Business Review.
Read more on Talent management or related topics Hiring and recruitment,
Employee retention, Flex time, Remote work, Compensation and benefits, Employee
incentives and Leadership
 * Mark Mortensen is an associate professor of organizational behavior at
   INSEAD.
 * Amy C. Edmondson is the Novartis Professor of Leadership and Management at
   Harvard Business School. Her most recent book is The Fearless Organization
   (Wiley, 2019).

 * Tweet
 * Post
 * Share
 * Annotate
 * Save
 * Get PDF
 * Buy Copies
 * Print

New!
HBR Learning
Attracting and Cultivating Talent Course
Accelerate your career with Harvard ManageMentor®. HBR Learning’s online
leadership training helps you hone your skills with courses like Attracting and
Cultivating Talent. Earn badges to share on LinkedIn and your resume. Access
more than 40 courses trusted by Fortune 500 companies.
Discover how to attract, hire, develop, and keep talented people who will grow
and thrive throughout their employee journey.
Start Course
Learn More & See All Courses

Spotlight Series / What Companies Get Wrong About Talent Management
01
How Financial Accounting Screws Up HR
02
Rethink Your Employee Value Proposition
03
Designing Jobs Right
Read more on Talent management or related topics Hiring and recruitment,
Employee retention, Flex time, Remote work, Compensation and benefits, Employee
incentives and Leadership


RECOMMENDED FOR YOU

DESIGNING JOBS RIGHT

HOW FINANCIAL ACCOUNTING SCREWS UP HR

THE OVERLOOKED KEY TO A SUCCESSFUL SCALE-UP


AUDIO
MONEY, FLEXIBILITY, DEVELOPMENT? FIGURING OUT WHAT EMPLOYEES REALLY VALUE




PARTNER CENTER



Start my subscription!

EXPLORE HBR

 * The Latest
 * Most Popular
 * All Topics
 * Magazine Archive
 * The Big Idea
 * Reading Lists
 * Case Selections
 * Video
 * Podcasts
 * Webinars
 * Data & Visuals
 * My Library
 * Newsletters
 * HBR Press
 * HBR Ascend

HBR STORE

 * Article Reprints
 * Books
 * Cases
 * Collections
 * Magazine Issues
 * HBR Guide Series
 * HBR 20-Minute Managers
 * HBR Emotional Intelligence Series
 * HBR Must Reads
 * Tools

ABOUT HBR

 * Contact Us
 * Advertise with Us
 * Information for Booksellers/Retailers
 * Masthead
 * Global Editions
 * Media Inquiries
 * Guidelines for Authors
 * HBR Analytic Services
 * Copyright Permissions

MANAGE MY ACCOUNT

 * My Library
 * Topic Feeds
 * Orders
 * Account Settings
 * Email Preferences
 * Account FAQ
 * Help Center
 * Contact Customer Service

FOLLOW HBR

 * Facebook
 * Twitter
 * LinkedIn
 * Instagram
 * Your Newsreader

 * About Us
 * Careers
 * Privacy Policy
 * Cookie Policy
 * Copyright Information
 * Trademark Policy


Harvard Business Publishing:
 * Higher Education
 * Corporate Learning
 * Harvard Business Review
 * Harvard Business School

Copyright © 2023  Harvard Business School Publishing. All rights reserved.
Harvard Business Publishing is an affiliate of Harvard Business School.







WELCOME TO HARVARD BUSINESS REVIEW


HARVARD BUSINESS REVIEW ASKS FOR YOUR CONSENT TO USE YOUR BROWSER DATA TO:

 * perm_identity
   Personalised ads and content, ad and content measurement, audience insights
   and product development
 * devices
   Store and/or access information on a device

expand_moreremove
Learn more
 * 
   How can I change my choice?
 * 
   What if I don't consent?
 * 
   How does legitimate interest work?
 * 
   Do I have to consent to everything?

Your personal data will be processed and information from your device (cookies,
unique identifiers, and other device data) may be stored by, accessed by and
shared with third party vendors, or used specifically by this site or app.

Some vendors may process your personal data on the basis of legitimate interest,
which you can object to by managing your options below. Look for a link at the
bottom of this page or in our privacy policy where you can withdraw consent.

Consent



Do not consent

Manage options

arrow_back

Data preferences


MANAGE YOUR DATA

You can choose how your personal data is used. Vendors want your permission to
do the following:

TCF vendors

help_outline


STORE AND/OR ACCESS INFORMATION ON A DEVICE

Cookies, device identifiers, or other information can be stored or accessed on
your device for the purposes presented to you. View details
Consent


SELECT BASIC ADS

Ads can be shown to you based on the content you’re viewing, the app you’re
using, your approximate location, or your device type. View details
ConsentLegitimate interesthelp_outline


CREATE A PERSONALISED ADS PROFILE

A profile can be built about you and your interests to show you personalised ads
that are relevant to you. View details
ConsentLegitimate interesthelp_outline


SELECT PERSONALISED ADS

Personalised ads can be shown to you based on a profile about you. View details
Consent


CREATE A PERSONALISED CONTENT PROFILE

A profile can be built about you and your interests to show you personalised
content that is relevant to you. View details
ConsentLegitimate interesthelp_outline


SELECT PERSONALISED CONTENT

Personalised content can be shown to you based on a profile about you. View
details
ConsentLegitimate interesthelp_outline


MEASURE AD PERFORMANCE

The performance and effectiveness of ads that you see or interact with can be
measured. View details
ConsentLegitimate interesthelp_outline


MEASURE CONTENT PERFORMANCE

The performance and effectiveness of content that you see or interact with can
be measured. View details
ConsentLegitimate interesthelp_outline


APPLY MARKET RESEARCH TO GENERATE AUDIENCE INSIGHTS

Market research can be used to learn more about the audiences who visit
sites/apps and view ads. View details
ConsentLegitimate interesthelp_outline


DEVELOP AND IMPROVE PRODUCTS

Your data can be used to improve existing systems and software, and to develop
new products View details
ConsentLegitimate interesthelp_outline


ENSURE SECURITY, PREVENT FRAUD, AND DEBUG

help_outline
Your data can be used to monitor for and prevent fraudulent activity, and ensure
systems and processes work properly and securely. View details


TECHNICALLY DELIVER ADS OR CONTENT

help_outline
Your device can receive and send information that allows you to see and interact
with ads and content. View details


MATCH AND COMBINE OFFLINE DATA SOURCES

help_outline
Data from offline data sources can be combined with your online activity in
support of one or more purposes View details


LINK DIFFERENT DEVICES

help_outline
Different devices can be determined as belonging to you or your household in
support of one or more of purposes. View details


RECEIVE AND USE AUTOMATICALLY-SENT DEVICE CHARACTERISTICS FOR IDENTIFICATION

help_outline
Your device might be distinguished from other devices based on information it
automatically sends, such as IP address or browser type. View details


USE PRECISE GEOLOCATION DATA

Your precise geolocation data can be used in support of one or more purposes.
This means your location can be accurate to within several meters. View details
Consent

You can choose your data preferences. This site or app wants your permission to
do the following:

Site or app


STORE AND/OR ACCESS INFORMATION ON A DEVICE

Cookies, device identifiers, or other information can be stored or accessed on
your device for the purposes presented to you. View details
Consent


SELECT BASIC ADS

Ads can be shown to you based on the content you’re viewing, the app you’re
using, your approximate location, or your device type. View details
Consent


MEASURE CONTENT PERFORMANCE

The performance and effectiveness of content that you see or interact with can
be measured. View details
Consent

Vendor preferences

Accept all



Confirm choices

arrow_back

Vendor preferences


CONFIRM OUR VENDORS

Vendors can use your data to provide services. Declining a vendor can stop them
from using the data you shared.

TCF vendors

help_outline


EXPONENTIAL INTERACTIVE, INC D/B/A VDX.TV

Cookie duration: 90 (days). Cookie duration resets each session.

View details | Privacy policylaunch
ConsentLegitimate interesthelp_outline


ROQ.AD INC.

Cookie duration: 365 (days). Cookie duration resets each session.

View details | Storage details | Privacy policylaunch
Consent


INDEX EXCHANGE, INC.

Cookie duration: 395 (days). Cookie duration resets each session. Uses other
forms of storage.

View details | Storage details | Privacy policylaunch
ConsentLegitimate interesthelp_outline


QUANTCAST

Cookie duration: 397 (days). Cookie duration resets each session. Uses other
forms of storage.

View details | Storage details | Privacy policylaunch
ConsentLegitimate interesthelp_outline


BEESWAXIO CORPORATION

Cookie duration: 395 (days). Cookie duration resets each session.

View details | Storage details | Privacy policylaunch
ConsentLegitimate interesthelp_outline


SOVRN HOLDINGS INC

Cookie duration: 365 (days). Cookie duration resets each session. Uses other
forms of storage.

View details | Privacy policylaunch
ConsentLegitimate interesthelp_outline


ADIKTEEV

Doesn't use cookies. Uses other forms of storage.

View details | Privacy policylaunch
ConsentLegitimate interesthelp_outline


RTB HOUSE S.A.

Cookie duration: 365 (days). Uses other forms of storage.

View details | Storage details | Privacy policylaunch
ConsentLegitimate interesthelp_outline


THE TRADE DESK

Cookie duration: 365 (days). Cookie duration resets each session. Uses other
forms of storage.

View details | Storage details | Privacy policylaunch
ConsentLegitimate interesthelp_outline


ADMETRICS GMBH

Doesn't use cookies.

View details | Privacy policylaunch
Consent


AMOBEE INC.

Cookie duration: 180 (days). Cookie duration resets each session. Uses other
forms of storage.

View details | Storage details | Privacy policylaunch
ConsentLegitimate interesthelp_outline


EPSILON

Cookie duration: 184 (days). Cookie duration resets each session. Uses other
forms of storage.

View details | Privacy policylaunch
ConsentLegitimate interesthelp_outline


YAHOO EMEA LIMITED

Cookie duration: 397 (days). Cookie duration resets each session.

View details | Privacy policylaunch
ConsentLegitimate interesthelp_outline


ADVENTORI SAS

Cookie duration: 90 (days). Cookie duration resets each session. Uses other
forms of storage.

View details | Privacy policylaunch
ConsentLegitimate interesthelp_outline


TRIPLELIFT, INC.

Cookie duration: 90 (days). Cookie duration resets each session. Uses other
forms of storage.

View details | Privacy policylaunch
ConsentLegitimate interesthelp_outline


XANDR, INC.

Cookie duration: 90 (days). Cookie duration resets each session. Uses other
forms of storage.

View details | Storage details | Privacy policylaunch
ConsentLegitimate interesthelp_outline


NEORY GMBH

Cookie duration: 90 (days). Cookie duration resets each session.

View details | Privacy policylaunch
ConsentLegitimate interesthelp_outline


UNRULY GROUP LLC

Cookie duration: 365 (days). Cookie duration resets each session.

View details | Privacy policylaunch
ConsentLegitimate interesthelp_outline


NEURAL.ONE

Cookie duration: 365 (days). Cookie duration resets each session. Uses other
forms of storage.

View details | Storage details | Privacy policylaunch
ConsentLegitimate interesthelp_outline


ADITION (VIRTUAL MINDS GMBH)

Cookie duration: 365 (days). Cookie duration resets each session.

View details | Storage details | Privacy policylaunch
ConsentLegitimate interesthelp_outline


ACTIVE AGENT (VIRTUAL MINDS GMBH)

Cookie duration: 365 (days). Cookie duration resets each session.

View details | Storage details | Privacy policylaunch
ConsentLegitimate interesthelp_outline


TABOOLA EUROPE LIMITED

Cookie duration: 366 (days). Cookie duration resets each session. Uses other
forms of storage.

View details | Privacy policylaunch
ConsentLegitimate interesthelp_outline


SMART ADSERVER

Cookie duration: 396 (days). Uses other forms of storage.

View details | Storage details | Privacy policylaunch
ConsentLegitimate interesthelp_outline


ADFORM A/S

Cookie duration: 1 (days).

View details | Storage details | Privacy policylaunch
ConsentLegitimate interesthelp_outline


MAGNITE, INC.

Cookie duration: 365 (days). Uses other forms of storage.

View details | Privacy policylaunch
ConsentLegitimate interesthelp_outline


ADARA MEDIA UNLIMITED

Cookie duration: 730 (days).

View details | Storage details | Privacy policylaunch
ConsentLegitimate interesthelp_outline


SIFT MEDIA, INC

Doesn't use cookies.

View details | Privacy policylaunch
Consent


RAKUTEN MARKETING LLC

Cookie duration: 365 (days). Cookie duration resets each session. Uses other
forms of storage.

View details | Privacy policylaunch
ConsentLegitimate interesthelp_outline


AVOCET SYSTEMS LIMITED

Cookie duration: 300 (days). Cookie duration resets each session.

View details | Privacy policylaunch
ConsentLegitimate interesthelp_outline


LIFESTREET CORPORATION

Cookie duration: 730 (days). Cookie duration resets each session.

View details | Privacy policylaunch
ConsentLegitimate interesthelp_outline


SIZMEK BY AMAZON

Cookie duration: 396 (days). Cookie duration resets each session. Uses other
forms of storage.

View details | Storage details | Privacy policylaunch
ConsentLegitimate interesthelp_outline


OPENX

Cookie duration: 365 (days). Cookie duration resets each session.

View details | Storage details | Privacy policylaunch
ConsentLegitimate interesthelp_outline


YIELDLAB (VIRTUAL MINDS GMBH)

Cookie duration: 365 (days). Cookie duration resets each session.

View details | Storage details | Privacy policylaunch
ConsentLegitimate interesthelp_outline


ROKU ADVERTISING SERVICES

Cookie duration: 396 (days). Cookie duration resets each session. Uses other
forms of storage.

View details | Storage details | Privacy policylaunch
ConsentLegitimate interesthelp_outline


NANO INTERACTIVE GROUP LTD.

Cookie duration: 182 (days).

View details | Privacy policylaunch
ConsentLegitimate interesthelp_outline


SIMPLIFI HOLDINGS INC

Cookie duration: 366 (days). Uses other forms of storage.

View details | Privacy policylaunch
Consent


PUBMATIC, INC

Cookie duration: 90 (days). Uses other forms of storage.

View details | Storage details | Privacy policylaunch
ConsentLegitimate interesthelp_outline


COMSCORE B.V.

Cookie duration: 720 (days). Cookie duration resets each session. Uses other
forms of storage.

View details | Privacy policylaunch
ConsentLegitimate interesthelp_outline


FLASHTALKING, INC.

Cookie duration: 730 (days).

View details | Privacy policylaunch
Consent


MEDIAMATH, INC.

Cookie duration: 393 (days). Uses other forms of storage.

View details | Storage details | Privacy policylaunch
ConsentLegitimate interesthelp_outline


PULSEPOINT, INC.

Cookie duration: 365 (days). Cookie duration resets each session. Uses other
forms of storage.

View details | Privacy policylaunch
ConsentLegitimate interesthelp_outline


SMAATO, INC.

Cookie duration: 21 (days). Cookie duration resets each session. Uses other
forms of storage.

View details | Storage details | Privacy policylaunch
ConsentLegitimate interesthelp_outline


SEMASIO GMBH

Cookie duration: 366 (days). Cookie duration resets each session.

View details | Storage details | Privacy policylaunch
Consent


CRIMTAN HOLDINGS LIMITED

Cookie duration: 365 (days). Cookie duration resets each session.

View details | Privacy policylaunch
ConsentLegitimate interesthelp_outline


BETGENIUS LTD

Cookie duration: 365 (days). Cookie duration resets each session.

View details | Privacy policylaunch
ConsentLegitimate interesthelp_outline


CRITEO SA

Cookie duration: 390 (days). Uses other forms of storage.

View details | Storage details | Privacy policylaunch
ConsentLegitimate interesthelp_outline


ADLOOX SA

Doesn't use cookies.

View details | Privacy policylaunch
ConsentLegitimate interesthelp_outline


BLIS GLOBAL LIMITED

Cookie duration: 400 (days). Cookie duration resets each session. Uses other
forms of storage.

View details | Storage details | Privacy policylaunch
ConsentLegitimate interesthelp_outline


LOTAME SOLUTIONS, INC

Cookie duration: 274 (days). Cookie duration resets each session. Uses other
forms of storage.

View details | Privacy policylaunch
Consent


LIVERAMP

Cookie duration: 365 (days). Cookie duration resets each session. Uses other
forms of storage.

View details | Storage details | Privacy policylaunch
ConsentLegitimate interesthelp_outline


GROUPM UK LIMITED

Cookie duration: 395 (days). Cookie duration resets each session.

View details | Storage details | Privacy policylaunch
ConsentLegitimate interesthelp_outline


LOOPME LIMITED

Cookie duration: 365 (days). Uses other forms of storage.

View details | Storage details | Privacy policylaunch
ConsentLegitimate interesthelp_outline


DYNATA LLC

Cookie duration: 365 (days). Cookie duration resets each session.

View details | Privacy policylaunch
Consent


ASK LOCALA

Cookie duration: 1 (days).

View details | Privacy policylaunch
ConsentLegitimate interesthelp_outline


NEAR INTELLIGENCE

Doesn't use cookies. Uses other forms of storage.

View details | Privacy policylaunch
ConsentLegitimate interesthelp_outline


DOUBLEVERIFY INC.

Doesn't use cookies.

View details | Privacy policylaunch
ConsentLegitimate interesthelp_outline


BIDSWITCH GMBH

Cookie duration: 365 (days). Cookie duration resets each session. Uses other
forms of storage.

View details | Privacy policylaunch
ConsentLegitimate interesthelp_outline


IPONWEB GMBH

Cookie duration: 365 (days). Cookie duration resets each session. Uses other
forms of storage.

View details | Storage details | Privacy policylaunch
ConsentLegitimate interesthelp_outline


NEXTROLL, INC.

Cookie duration: 183 (days). Cookie duration resets each session.

View details | Privacy policylaunch
ConsentLegitimate interesthelp_outline


TEADS FRANCE SAS

Cookie duration: 365 (days).

View details | Storage details | Privacy policylaunch
ConsentLegitimate interesthelp_outline


STRÖER SSP GMBH (SSP)

Cookie duration: 365 (days). Uses other forms of storage.

View details | Storage details | Privacy policylaunch
ConsentLegitimate interesthelp_outline


STRÖER SSP GMBH (DSP)

Cookie duration: 90 (days). Uses other forms of storage.

View details | Storage details | Privacy policylaunch
ConsentLegitimate interesthelp_outline


PLATFORM161 B.V.

Cookie duration: 396 (days). Cookie duration resets each session. Uses other
forms of storage.

View details | Storage details | Privacy policylaunch
ConsentLegitimate interesthelp_outline


ADACADO TECHNOLOGIES INC. (DBA ADACADO)

Cookie duration: 365 (days). Cookie duration resets each session.

View details | Storage details | Privacy policylaunch
ConsentLegitimate interesthelp_outline


BASIS GLOBAL TECHNOLOGIES, INC.

Cookie duration: 30 (days). Cookie duration resets each session.

View details | Storage details | Privacy policylaunch
ConsentLegitimate interesthelp_outline


SMADEX, S.L.U.

Cookie duration: 365 (days). Cookie duration resets each session.

View details | Storage details | Privacy policylaunch
ConsentLegitimate interesthelp_outline


BOMBORA INC.

Cookie duration: 365 (days). Cookie duration resets each session. Uses other
forms of storage.

View details | Storage details | Privacy policylaunch
ConsentLegitimate interesthelp_outline


SPOTX, INC

Cookie duration: 366 (days). Uses other forms of storage.

View details | Privacy policylaunch
ConsentLegitimate interesthelp_outline


EASYMEDIA GMBH

Cookie duration: 365 (days). Cookie duration resets each session.

View details | Storage details | Privacy policylaunch
Consent


REMERGE GMBH

Doesn't use cookies.

View details | Privacy policylaunch
Consent


ADVANCED STORE GMBH

Cookie duration: 365 (days). Cookie duration resets each session. Uses other
forms of storage.

View details | Storage details | Privacy policylaunch
ConsentLegitimate interesthelp_outline


MAGNITE CTV, INC.

Cookie duration: 366 (days).

View details | Privacy policylaunch
ConsentLegitimate interesthelp_outline


DELTA PROJECTS AB

Cookie duration: 365 (days).

View details | Storage details | Privacy policylaunch
ConsentLegitimate interesthelp_outline


USEMAX ADVERTISEMENT (EMEGO GMBH)

Cookie duration: 365 (days). Cookie duration resets each session.

View details | Storage details | Privacy policylaunch
ConsentLegitimate interesthelp_outline


EMETRIQ GMBH

Cookie duration: 365 (days). Cookie duration resets each session. Uses other
forms of storage.

View details | Storage details | Privacy policylaunch
Consent


PUBLICIS MEDIA GMBH

Cookie duration: 90 (days). Cookie duration resets each session. Uses other
forms of storage.

View details | Privacy policylaunch
Consent


M.D. PRIMIS TECHNOLOGIES LTD.

Cookie duration: 25 (days).

View details | Storage details | Privacy policylaunch
Consent


ONETAG LIMITED

Cookie duration: 730 (days). Uses other forms of storage.

View details | Storage details | Privacy policylaunch
ConsentLegitimate interesthelp_outline


CLOUD TECHNOLOGIES S.A.

Cookie duration: 365 (days). Cookie duration resets each session.

View details | Privacy policylaunch
ConsentLegitimate interesthelp_outline


SMARTOLOGY LIMITED

Doesn't use cookies.

View details | Privacy policylaunch
ConsentLegitimate interesthelp_outline


IMPROVE DIGITAL

Cookie duration: 90 (days).

View details | Storage details | Privacy policylaunch
ConsentLegitimate interesthelp_outline


ADOBE ADVERTISING CLOUD

Cookie duration: 365 (days).

View details | Privacy policylaunch
ConsentLegitimate interesthelp_outline


BANNERFLOW AB

Cookie duration: 366 (days).

View details | Storage details | Privacy policylaunch
ConsentLegitimate interesthelp_outline


TABMO SAS

Doesn't use cookies.

View details | Privacy policylaunch
ConsentLegitimate interesthelp_outline


INTEGRAL AD SCIENCE, INC.

Doesn't use cookies.

View details | Privacy policylaunch
ConsentLegitimate interesthelp_outline


WIZALY

Cookie duration: 365 (days). Cookie duration resets each session. Uses other
forms of storage.

View details | Storage details | Privacy policylaunch
Consent


WEBORAMA

Cookie duration: 393 (days).

View details | Privacy policylaunch
ConsentLegitimate interesthelp_outline


JIVOX CORPORATION

Cookie duration: 30 (days). Cookie duration resets each session.

View details | Storage details | Privacy policylaunch
ConsentLegitimate interesthelp_outline


SOJERN, INC.

Cookie duration: 365 (days). Cookie duration resets each session.

View details | Storage details | Privacy policylaunch
ConsentLegitimate interesthelp_outline


MOBILE PROFESSIONALS BV / SAGE&ARCHER BV

Doesn't use cookies.

View details | Privacy policylaunch
Consent


ON DEVICE RESEARCH LIMITED

Cookie duration: 30 (days).

View details | Storage details | Privacy policylaunch
Consent


ROCKABOX MEDIA LTD T/A SCOOTA

Cookie duration: 365 (days).

View details | Storage details | Privacy policylaunch
ConsentLegitimate interesthelp_outline


EXACTAG GMBH

Cookie duration: 180 (days). Cookie duration resets each session.

View details | Storage details | Privacy policylaunch
ConsentLegitimate interesthelp_outline


CELTRA, INC.

Doesn't use cookies. Uses other forms of storage.

View details | Privacy policylaunch
ConsentLegitimate interesthelp_outline


MAINADV SRL

Cookie duration: 1 (days). Cookie duration resets each session. Uses other forms
of storage.

View details | Privacy policylaunch
ConsentLegitimate interesthelp_outline


GEMIUS SA

Cookie duration: 395 (days). Cookie duration resets each session. Uses other
forms of storage.

View details | Storage details | Privacy policylaunch
ConsentLegitimate interesthelp_outline


THE KANTAR GROUP LIMITED

Cookie duration: 914 (days). Cookie duration resets each session. Uses other
forms of storage.

View details | Privacy policylaunch
Consent


IMPACT TECH INC.

Cookie duration: 720 (days). Cookie duration resets each session.

View details | Privacy policylaunch
ConsentLegitimate interesthelp_outline


NIELSEN MEDIA RESEARCH LTD.

Cookie duration: 120 (days). Cookie duration resets each session. Uses other
forms of storage.

View details | Storage details | Privacy policylaunch
ConsentLegitimate interesthelp_outline


ORACLE ADVERTISING

Cookie duration: 180 (days).

View details | Storage details | Privacy policylaunch
ConsentLegitimate interesthelp_outline


1000MERCIS (NUMBERLY)

Cookie duration: 180 (days). Cookie duration resets each session.

View details | Privacy policylaunch
Consent


AUDIENCEPROJECT APS

Cookie duration: 365 (days). Cookie duration resets each session. Uses other
forms of storage.

View details | Privacy policylaunch
ConsentLegitimate interesthelp_outline


DEMANDBASE, INC.

Cookie duration: 730 (days). Cookie duration resets each session. Uses other
forms of storage.

View details | Storage details | Privacy policylaunch
ConsentLegitimate interesthelp_outline


EFFILIATION / EFFINITY

Cookie duration: 2 (days). Uses other forms of storage.

View details | Storage details | Privacy policylaunch
ConsentLegitimate interesthelp_outline


ARRIVALIST CO.

Cookie duration: 365 (days). Cookie duration resets each session.

View details | Privacy policylaunch
Consent


SEENTHIS AB

Doesn't use cookies.

View details | Privacy policylaunch


COMMANDERS ACT

Cookie duration: 365 (days).

View details | Storage details | Privacy policylaunch
Consent


TRAVEL AUDIENCE GMBH

Cookie duration: 397 (days). Cookie duration resets each session.

View details | Privacy policylaunch
Consent


HUMAN

Doesn't use cookies.

View details | Privacy policylaunch
ConsentLegitimate interesthelp_outline


ADLUDIO LTD.

Doesn't use cookies.

View details | Privacy policylaunch
Consent


NEODATA GROUP SRL

Cookie duration: 366 (days). Cookie duration resets each session. Uses other
forms of storage.

View details | Privacy policylaunch
ConsentLegitimate interesthelp_outline


INNOVID LLC

Cookie duration: 90 (days). Cookie duration resets each session.

View details | Privacy policylaunch
ConsentLegitimate interesthelp_outline


PAPIRFLY AS

Doesn't use cookies.

View details | Privacy policylaunch
ConsentLegitimate interesthelp_outline


NEUSTAR, INC., A TRANSUNION COMPANY

Cookie duration: 365 (days). Cookie duration resets each session. Uses other
forms of storage.

View details | Privacy policylaunch
ConsentLegitimate interesthelp_outline


SALESFORCE.COM, INC.

Cookie duration: 180 (days). Cookie duration resets each session. Uses other
forms of storage.

View details | Privacy policylaunch
Consent


VERVE GROUP EUROPE GMBH

Doesn't use cookies.

View details | Privacy policylaunch
Consent


KOCHAVA INC.

Doesn't use cookies.

View details | Privacy policylaunch
Consent


OTTO (GMBH & CO KG)

Cookie duration: 365 (days). Cookie duration resets each session. Uses other
forms of storage.

View details | Privacy policylaunch
ConsentLegitimate interesthelp_outline


ADOBE AUDIENCE MANAGER, ADOBE EXPERIENCE PLATFORM

Cookie duration: 180 (days). Cookie duration resets each session.

View details | Privacy policylaunch
ConsentLegitimate interesthelp_outline


LOCALSENSOR B.V.

Doesn't use cookies.

View details | Privacy policylaunch
ConsentLegitimate interesthelp_outline


ONLINE SOLUTION

Cookie duration: 365 (days). Cookie duration resets each session. Uses other
forms of storage.

View details | Storage details | Privacy policylaunch
ConsentLegitimate interesthelp_outline


RELAY42 NETHERLANDS B.V.

Cookie duration: 730 (days).

View details | Storage details | Privacy policylaunch
Consent


GP ONE GMBH

Cookie duration: Uses session cookies. Uses other forms of storage.

View details | Storage details | Privacy policylaunch
ConsentLegitimate interesthelp_outline


LIFTOFF MOBILE, INC.

Doesn't use cookies.

View details | Privacy policylaunch
ConsentLegitimate interesthelp_outline


THE MEDIAGRID INC.

Cookie duration: 365 (days). Cookie duration resets each session. Uses other
forms of storage.

View details | Storage details | Privacy policylaunch
ConsentLegitimate interesthelp_outline


MINDTAKE RESEARCH GMBH

Cookie duration: 93 (days). Uses other forms of storage.

View details | Storage details | Privacy policylaunch
ConsentLegitimate interesthelp_outline


CINT AB

Cookie duration: 730 (days).

View details | Privacy policylaunch
Consent


GOOGLE ADVERTISING PRODUCTS

Cookie duration: 396 (days). Uses other forms of storage.

View details | Privacy policylaunch
ConsentLegitimate interesthelp_outline


GFK SE

Cookie duration: 730 (days). Uses other forms of storage.

View details | Privacy policylaunch
Consent


REVJET

Cookie duration: 730 (days). Cookie duration resets each session.

View details | Storage details | Privacy policylaunch
ConsentLegitimate interesthelp_outline


PROTECTED MEDIA LTD

Doesn't use cookies.

View details | Privacy policylaunch
ConsentLegitimate interesthelp_outline


CLINCH LABS LTD

Cookie duration: 730 (days). Cookie duration resets each session.

View details | Privacy policylaunch
ConsentLegitimate interesthelp_outline


ORACLE DATA CLOUD - MOAT

Doesn't use cookies.

View details | Privacy policylaunch


HEARTS AND SCIENCE MÜNCHEN GMBH

Cookie duration: 60 (days). Cookie duration resets each session.

View details | Privacy policylaunch
ConsentLegitimate interesthelp_outline


AMAZON ADVERTISING

Cookie duration: 396 (days). Cookie duration resets each session. Uses other
forms of storage.

View details | Storage details | Privacy policylaunch
ConsentLegitimate interesthelp_outline


MOLOCO, INC.

Cookie duration: 730 (days). Cookie duration resets each session. Uses other
forms of storage.

View details | Privacy policylaunch
ConsentLegitimate interesthelp_outline


ADTRIBA GMBH

Cookie duration: 730 (days). Cookie duration resets each session.

View details | Storage details | Privacy policylaunch
Consent


OBJECTIVE PARTNERS BV

Cookie duration: 90 (days). Cookie duration resets each session.

View details | Storage details | Privacy policylaunch
Consent


ENSIGHTEN

Cookie duration: 1825 (days). Cookie duration resets each session.

View details | Storage details | Privacy policylaunch
ConsentLegitimate interesthelp_outline


EBAY INC

Cookie duration: 90 (days).

View details | Storage details | Privacy policylaunch
ConsentLegitimate interesthelp_outline


METRIXLAB NEDERLAND B.V.

Cookie duration: 730 (days). Uses other forms of storage.

View details | Privacy policylaunch
Consent


HURRA COMMUNICATIONS GMBH

Cookie duration: 366 (days). Cookie duration resets each session.

View details | Storage details | Privacy policylaunch
ConsentLegitimate interesthelp_outline

General vendors

help_outline


GSKINNER

Privacy policylaunch
Consent


AKAMAI

Privacy policylaunch
Consent


FACEBOOK

Privacy policylaunch
Consent


AUNICA

Privacy policylaunch
Consent


BOOKING.COM

Privacy policylaunch
Consent


C3 METRICS

Privacy policylaunch
Consent


IBM

Privacy policylaunch
Consent


EVIDON

Privacy policylaunch
Consent


CUBED

Privacy policylaunch
Consent


OPTOMATON

Privacy policylaunch
Consent


INTELLIAD

Privacy policylaunch
Consent


ANALIGHTS

Privacy policylaunch
Consent


DSTILLERY

Privacy policylaunch
Consent


DMA INSTITUTE

Privacy policylaunch
Consent


ZMS

Privacy policylaunch
Consent


DENTSU AEGIS NETWORK

Privacy policylaunch
Consent


IGNITION ONE

Privacy policylaunch
Consent


OMNICOM MEDIA GROUP

Privacy policylaunch
Consent


DIGISEG

Privacy policylaunch
Consent


RESONATE

Privacy policylaunch
Consent


HAENSEL AMS

Privacy policylaunch
Consent


BDSK HANDELS GMBH & CO. KG

Privacy policylaunch
Consent


VIDEOLOGY

Privacy policylaunch
Consent


TRADEDOUBLER AB

Privacy policylaunch
Consent


TRUSTARC

Privacy policylaunch
Consent


TRUEFFECT

Privacy policylaunch
Consent


MARKETING SCIENCE CONSULTING GROUP, INC.

Privacy policylaunch
Consent


DENTSU

Privacy policylaunch
Consent


ESSENS

Privacy policylaunch
Consent


TRAVEL DATA COLLECTIVE

Privacy policylaunch
Consent


ADVOLUTION.CONTROL

Privacy policylaunch
Consent


WIDESPACE

Privacy policylaunch
Consent


ADLEDGE

Privacy policylaunch
Consent


VIMEO

Privacy policylaunch
Consent


ADMAXIM

Privacy policylaunch
Consent


BATCH MEDIA

Privacy policylaunch
Consent


VODAFONE GMBH

Privacy policylaunch
Consent


SCENESTEALER

Privacy policylaunch
Consent


NETQUEST

Privacy policylaunch
Consent


MANAGE.COM

Privacy policylaunch
Consent


CLOUDFLARE

Privacy policylaunch
Consent


PIXALATE

Privacy policylaunch
Consent


HAVAS MEDIA FRANCE - DBI

Privacy policylaunch
Consent


NETFLIX

Privacy policylaunch
Consent


EBUILDERS

Privacy policylaunch
Consent


APPLOVIN CORP.

Privacy policylaunch
Consent


FRACTIONAL MEDIA

Privacy policylaunch
Consent


RACKSPACE

Privacy policylaunch
Consent


MSI-ACI

Privacy policylaunch
Consent


NAVEGG

Privacy policylaunch
Consent


ADMEDO

Privacy policylaunch
Consent


MOBITRANS

Privacy policylaunch
Consent


ADEX

Privacy policylaunch
Consent


SPOTAD

Privacy policylaunch
Consent


AARKI

Privacy policylaunch
Consent


SFR

Privacy policylaunch
Consent


CABLATO

Privacy policylaunch
Consent


WAYSTACK

Privacy policylaunch
Consent


TRESENSA

Privacy policylaunch
Consent


SOLOCAL

Privacy policylaunch
Consent

Accept all



Confirm choices

Close