About IPREX

The global platform for over 100 communication agency teams and our clients

IPREX has evolved from a PR network into a global platform where clients and partner agencies find resources from around the world to deliver successful responses to communication challenges.

We offer our partners’ clients seamless world-class advice and implementation – and we provide partners with the infrastructure and support they need to win and manage such assignments.

Clients choose IPREX partners for their influence in their own markets and because our management systems make the diversity, innovation and dynamism of owner-managed agencies work to their advantage.

Partners join IPREX for the assurance of high-calibre work for their clients in remote markets, and to develop their agencies in a collegial environment.

Many of us were previously clients and senior executives in multinational PR firms. We understood how communication agencies should add value, so we could see the need for a better model, and with IPREX we have built it:

Organized around clients,
not shareholders

We build teams and recommendations based on what is right for the client – not to hit a holding company’s financial targets. Teams are client teams, not agency teams, usually with a lead agency coordinating

Driven by owners, who work
together by choice

Partners and clients choose from our global mix of expertise, talent and locations that best serves their needs. Even a client only working in one market may have IPREX people from around the world on their team – delivering special skills

Strong in all our markets

Only high-quality agencies can be IPREX partners. Best in class operations, they are a deep and broad pool of talent – and we have figured out how to give clients serious access to it without having to do the leg work

A not-for-profit business
with ultra-low overheads

No hidden costs when agencies work together ensures competitive pricing. IPREX clients do not pay higher fees for global infrastructure they don’t use – or for remote shareholders’ profits. IPREX is funded by dues, not commissions

Fast and flexible operating model

Our platform supports a tightly-networked group of people and agencies used to working together. With lean administration and short communication lines, we are quick off the mark and can scale our work market by market and from local to global

Best practices on a global scale

Best practices emerge from any sector and any geography. In IPREX, the incentive is to share and develop – to find another client who could benefit from a new idea with a proven ROI, or to help a partner meet a management challenge – and we have the systems to make this happen

GLOBAL LEADERSHIP PROGRAM

Our unparalleled global leadership program, the IPREX Academy, provides partners with a highly appealing point of difference when competing for talent. Our nine-month, virtual program for emerging leaders gives participants access to a world-class, one-of-a-kind educational opportunity. IPREX has structured the Academy to play to our strengths. We draw on our international network and immense pool of industry experts and leaders to provide a program that is exciting, appealing, and unique. FIND OUT MORE

 

Conferences

ANNUAL GLOBAL CONFERENCE
18-20 MAY 2022 - AMSTERDAM, NETHERLANDS

The last two plus years have crawled by. That is, when days haven’t flown. Volumes have been written about the strange phenomenon of how we experience time during the pandemic.

But now we get to break out of the time warp.

It’s been quite some time since IPREX has converged on a city, shared work in sessions, exchanged stories during breaks, laughed hysterically over drinks, and caught up over dinner. And maybe more drinks.

How appropriate that when we finally get back together it’s in a city that depends on an engineering feat – it’s built on 11 million poles – just to stay above sea level. Appropriate, because we’ve each been hard at work building our own agencies’ support structures. Slightly different challenges for each of us, but we can agree it’s been a long stretch of hard, hard work. Admirable work.
More here.

 

THOUGHT LEADERSHIP

Post Great Resignation: How far should we go to retain employees?

By Peter Mitchell, Chief Executive Officer at Marketing for Change Co

Losing staff is hard. But with the global labor market still tight, the question the world’s communications agencies must confront is: How far should we go to retain them? To find out how others are facing this challenge, Peter Mitchell turned to his peers in IPREX, the global network of independent marketing, public relations and communication agencies his agency, Marketing for Change, joined in 2017. What he heard were different approaches to the same new reality. While it’s not clear how long it will last, employees from Asia and the Middle East to Europe and the Americas, seem to be looking for more from an agency job these days. In this article, Peter speaks with eight agency managers around the world and shares their approaches.

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IPREX NEWS

May 16, 2022

PR Week staff

PR Week article by PR Week staff: Strong connections forged by independent agency networks.

Five agency network leaders spotlight their organizations' local-global edge while member agencies illustrate this advantage in action.

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May 10, 2022

De Bruijn PR

De Bruijn PR Blog: Advice is not possible without active listening

We have been a member of the international communication network IPREX since January 2022.

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May 3, 2022

AKCG

AKCG Blog: Building a Crisis Communications Plan? Here Are 5 Tips You Need to Know.

Ask yourself: who trusts you? In a crisis, trust is currency – trust in your organization, its mission, its integrity and, often, its leadership.

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April 25, 2022

InfluenceSuite Portugal

InfluenceSuite Blog: The NFT: The New Virtual Exchange Currency

Until now, the currencies we knew were limited to dollars, euros, pounds, Japanese yen and some more. But time evolves and, with it, the currencies of change.

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April 18, 2022

Olmstead Williams

Olmstead Williams Blog: The Power of Employees – Your Greatest Risk or Secret Weapon?

If 2021 was the year of the “great resignation,” then 2022 will be the year of the employee.

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