Beacon Hill reviews

The leadership team doesn't know how to manage the next generation. The leaders are stuck in techniques that manage just the business (just do more- harder not smarter) and don't look at how their actions, comments and their own lack of trying to consistently get better effects the performance of their teams. Employees have blatantly been told by their recruiting manager that he doesn’t have time to answer their questions or to help them when that’s his actual job. The commission plan not only is calculus to figure out but it's one of the lowest in the industry for the same amount of effort and work you can make more in another firm. They did a terrible job during the downturn in taking care of their employees beyond making sure they had jobs. No technology was sent home with staff until almost 6+ months of begging from the team to get basic equipment sent home (a computer!). All celebrations of performance were canceled and no substitute was offered in place of all the milestones achieved. While COVID made for a challenging environment for all firms in this space- other firms pivoted quickly and took care of their top performers in a way that while isn’t the same as a free vacation or big party – still let their staff know they’re important to them beyond the bottom line. As of this writing 2 years of back performance celebrations are still postponed until things get better. Leadership was consistently asked for more responsibility and ability to grow above individual top producer blatantly ignored these desires because it wasn't important until senior staff was walking out the door. Then suddenly all the opportunities for advancement existed. There’s no plan in place for advancement despite what was advertised AND promised over multiple employee’s tenure. If you’re interviewing ask about why there’s been so much turn-over in the last 2 years. It wasn’t just COVID related. If you’re not in the “in-crowd” or the liked inner circle of friends within the team -you are not given equal opportunities to advance your book in the way other members of the team are. Look it’s a paid for performance job – we get that- BUT don’t make it easy on some and then beat up on others because they don’t have the same opportunity.