The above 'Pros' vary by office. No one office is the same / follows the same set of rules. This causes a lot of disfunction and clash between upper management and regional management.
Collabera is like a used car. It looks nice and shiny on the outside, but under the hood you find an outdated product with a lot of old and rusty parts that have problems working together.
- There was no time put into my development as a Recruiter and very little time put into my development as an Account Manager. Hit your numbers or get fired, unless you had a determined work ethic.
- Attempting to be a "quality over quantity" type of company, though in reality it's the other way around.
- There were very few onshore recruiters that had been with Collabera for more than a few months. This made it very hard to learn the tricks of the trade that it takes to be a successful Recruiter. It was common to have a "Lead Recruiter" with less than 1 year of experience leading a team of young college graduates. This also made Account Managers rely heavily on their offshore recruiting team.
- Many offshore employees mislead clients/candidates into thinking that they were located in NJ when they were in-fact located in India.
- Offshore recruiters work longer hours than onshore employees and are paid significantly less for their work. This is particularly troubling, because as an Account Manager I was supposed to be accountable for the work done by my offshore team (offshore recruiting teams do 75%+ of the recruiting for the entire company). As my offshore team was often burnt out and demoralized by the heavy amounts of turnover within their own office, their quality of work was not up to par with the competition.
