My experience at this company has been disappointing on multiple fronts. Firstly, the issue of pay remains a significant concern despite recent wage adjustments. Employees often find themselves overworked and underpaid. Leadership advises you to work harder for the pay that you want while compensation is hindered by unrealistic metrics, which are nearly impossible to achieve. Even if by some miracle these metrics are met, quarterly goals are changed to avoid giving employees the pay they deserve. Leadership is a clear weakness at this company. Recent employee engagement surveys have shown a substantial decline in engagement compared to the previous year, and it was disheartening to see leadership attributing this drop to employees' disappointment over not receiving bonuses. This reflects a lack of understanding and accountability on their part. Promised career growth opportunities often turn out to be empty incentives used as a manipulative tactic to extract more work from employees, with promotions favoring popularity over merit. Employees often feel like mere numbers, hired to fill quotas rather than valued members of the team. This sentiment is reinforced by the company's lack of support for average employees or those in need of assistance. High-performing employees are prioritized to the detriment of others, and this has led to an environment where mistreatment by high performers is tolerated. Senior recruiters, who should provide guidance and mentorship, seem to contribute to the problem rather than helping to resolve it. Collaboration with other departments, crucial for success in this role, is frustrating and unproductive. One particularly concerning issue is micromanaging and the expectation to make 80-100 cold calls a day, including to people who have explicitly requested not to be contacted. Leadership's encouragement to disregard these preferences and retain such leads in the database raises ethical concerns and wastes valuable time. They also do not provide resources to support your role. You are encouraged to steal new leads from your colleagues as a means to mitigate this. The company claims to offer flexibility regarding the use of PTO. However, this flexibility is often limited in practice, as coverage from the coverage team for PTO is typically provided only to high performers. This leaves other employees struggling to find their own coverage or having their PTO requests denied. Perhaps the most concerning issue is the practice of "quiet firing." Rather than investing in the development of underperforming employees, leadership seems to quietly push them out by failing to provide coaching, support, and career development. This not only harms the affected employees but also raises questions about the company's commitment to its workforce. Employees are subtly encouraged to resign, potentially to avoid paying unemployment benefits. Overall, my experience at AMN has been marked by issues related to compensation, leadership, career growth, favoritism, ethical concerns, micromanagement and inadequate support.
