My experience as a Technical Recruiter for almost 3 years.
Pros
-Professional development is some of the best I have seen. -Strong company culture - If you're not the type to sip the company kool-aid, then this can definitely be a con. -Great place to build foundational skill sets, and develop yourself into a true business professional.
Cons
-Revised commission structure for a lack of a better term is garbage. So you increase my compensation to $50K per year, which was done due to a change in overtime laws on salaried employees making under a certain threshold. But in response to the increase in salary, you raise the minimum weekly spread threshold to $8,000 per week and then you make a percentage of what you bring above that mark. You're telling me that I bring in $416,000 a year in gross revenue, and I don't get anything from that? To add insult to injury, I made more commission in 3 months at my new sales role at a different company, than the 3 years I spent at Aston Carter. -Removed year end contest bonus cash, and changed it to an stock option that divests over a 5 year period before you get it back.... Just give me the money that I earned for my work now so I can choose what I do with it. They do this under the guise that you can become an owner of the company with stock options, but the fact that I have to wait 5 years to get something that I earned that year is insane. I truly feel that this was a move to help mitigate the cost of so many contest winning employees that are leaving their organization due to attrition. -Lack of career advancement opportunities: If you want to make good money, you have two options to advance into an ARM or AM role. Corporate roles are few and far in-between to be viable options. This demotivates employees who do NOT want to be in production driven roles for the entirety of their career. -Tolerance for mediocrity: There are some individuals that have NO business of being employed there. The interview process is comprehensive, but once you're in and "show" that you work hard, they will continue to work with you even if you consistently miss your numbers. There were people there that just did not have the aptitude to do the job, but we kept them employed because they were "likable" and worked hard. -Inconsistency in policy enforcement and favoritism: If you're a contest winning recruiter or AM, you can get away with nearly anything. We had prominent AM, that had won 7+ yearly contests, but was known for being impossible to work with. She turned over 6 recruiters in the 3 years I was there, and all had left for the same reason. Her management ability was never put into question, because she is one of the primary sources of revenue for that office. But turning over recruiters and creating a toxic work environment is okay, as long as you're hitting your numbers. That makes no sense at all, and makes employees feel like they're expendable. -An insane amount of micromanagement, especially at the Account Management level.
