Read before making a decision - Senior Recruiter Beacon Hill Employee Review

This review is meant for high producers who have been contacted by Beacon Hill and are considering changing. I don't recommend joining this company if you are well established somewhere else. They make a habit of enticing successful people out of rival companies with large guarantees. They will say all of the right things but then you're not supported or promoted when you are hired. -Ask who you are interviewing with about their commission structure. In the past they havent been able to explain it and won't put it in writing, and its nearly impossible to track. Hold them accountable to give you the exact plan, if they won't do it then trust your instincts and common sense. -The company is run by a group of the same people who have been in business together for many years. They manipulate internal protocol to make it harder for outsiders to come in and flourish its a "good ole boy and girls club," even though they adamantly preach that they are not. -They play favorites on the recruiting side. National Recruiting is not allowed to work jobs openly, they want local recruiters to have first preference and first shot at each job and jobs are hidden from their database for that reason. They do whats best for specific individuals instead of Beacon Hill and their clients. -The President engages in a lot of gossip with his favorite employees and gets little work done. He will ramble for hours when you finally get him on the phone (often later at night off-hours) and talks the talk but will not show up when you need him. He is very self-conscious about keeping all the old timers happy in the company therefore is hesitant to make any changes and tries to put these decisions on a group table so barely anything ever gets done and nobody is happy. Weak display of leadership. -ASK about benefits, when they start from employment and what the cost of the benefits is (for contractors and full time employees). Beacon Hill managers have often witheld this information unless you pry it out of them because their benefits are not competitive. -Immature leadership. There are leaders in offices who are dating or married to other leaders in the office which leads to conflict of interest. There are leaders in high position who do not have the appropriate level of leadership experience or maturity. For example there is a VP in OH who is in charge of 6 branch offices where 3-4 of them are failing or underperforming and that individual still cranks out Helpdesk deals nearly every week instead of grooming new folks who come in. That same individual has also been known to be extremely unprofessional and lose their cool with his subordinates often instead of grooming and mentoring. This person being highly influential in the company has caused more damage than good. - Ask about the reporting structure in the company and decide if it seems like a red flag to you or if it seems odd. -Management compensation is targeted at self-production instead of team production. Ask about top producers in the company (there is a list that comes out weekly, top 20 sales and recruiting) they are all higher-ups because they focus on themselves and anytime they terminate someone they allocate that person's spread onto their own personal spread. That is very corrupt! -Unless you enjoy listening to a loud commentator scream out the same names over and over the famous holiday party is corny. It's the same old people patting each other on the back all night walking on and off stage for about 2 hours straight. -Copying their competition, mostly Randstad/Sapphire models making the same mistakes that they made and hiring their former burnouts. Creating the same national model that has failed at past companies only you are several years behind. -Their recruiting database is over complicated and not well designed. They thought they were being clever by automating everything and in theory its great, but its not nimble and can create delays in getting work done. -There are a lot of employees in leadership who are burnt out. They are there because they were good 10+ years ago but are currently not contributing and are pushing out any new competition that comes in. Beware of this! -They claim to be local market experts to their IT staffing clients but are really just a third party shop (and they promote that because it costs the company less) Ask how many of their developer roles are filled by W2 employees that are directly sponsored on visa or US citizen/GC holders. The same recruiting individuals are pumping in third party resumes all day long and many of the resume's do not reflect legitimate experience. -Ask what the load on a third party candidate is compared to W2. Ask about the load and benefits for their visa program. -Ask about candidate ownership policies (especially if you are considering the National Team) as well as opportunity for submitting qualified candidates to positions that were not explicitly assigned to you or your team.