Citizens reviews

Some management is highly unfunctional.

The Talent Acquisition team is responsible for attracting new talent and presenting the organization’s Employee Value Proposition (EVP). However, the internal experience within the department stands in sharp contrast to this external message. Colleagues report being treated as if they are at the team’s disposal, with instances of unprofessional communication that at times borders on verbal mistreatment. This creates a culture of fear rather than collaboration. Leadership within Talent Acquisition appears to fall short in several key areas: • Accountability & Fairness: Decisions around promotions often lack transparency, with individuals elevated into roles despite limited experience, leading to perceptions of favoritism. • Support & Competence: Leaders are expected to champion, support, and set the standard, yet many do not demonstrate proficiency with basic systems (such as the ATS), which undermines their credibility. • Engagement & Honesty: Feedback mechanisms, such as the annual survey, are not treated as meaningful. Employees feel their concerns are dismissed, with issues often attributed to technology or former employees rather than being acknowledged and acted upon. The cumulative impact is an unhealthy and discouraging work environment. While “toxic” is often overused, in this case, it accurately reflects the gap between what the department projects externally and the lived reality of employees internally. For the health of the organization and to protect its reputation, it is recommended that this department be carefully reviewed. Leadership should be held accountable for building a culture based on respect, equality, competence, and transparency.