Pros
the interpreters, for a very brief moment, it feels rewarding and wonderful being able to help folks find employment during very difficult times in their lives until you realize you are offering the worst jobs in the US. I will absolutely say that some Recruiting and HR teammates were wonderful to work with and professional.... then their others that were the total opposite, dramatic and unprofessional
Cons
- Upper Management, starting with the Recruiting Supervisor, based in AZ. - Toxic Culture, starts from the top and just trickles down. For example, there are Recruiters, based in Texas and Florida, who have been with the company for a while. With that preface, their recruiting practices were not only unethical but oftentimes, overlooked, because of favoritism. These recruiters would call job seekers "desperate" during team meetings and use very aggressive tactics by telling their candidates to take this one and the only job because who knows if they can get another job. Overall, for several months the recruiting team did not have a supervisor and she was hardly online or available. Most of us worked autonomously and took care of our fire drills, even if these fire drills involved some very serious impact; especially in the employer branding space. - Brand Ambassador and Language Interpreters. Since March 20', these over-the-phone/video interpreter jobs were expected to work onsite up until February 21'. Sadly enough, several call centers had to be shut down due to positive cases and Recruiters were expected to bring 40-60 hires per month, even if it went above capacity and did not follow CDC guidelines. As a brand ambassador, many times we had to bend the truth a certain way hence the very high turnover rate. The pay rate for these jobs was slightly above minimum wage and severely uncompetitive to Certified Language Interpreters. - Cross-functional. Normally, Recruiting is under the People team or HR; not here. HR and Training often crashed with Recruiting for many reasons. From hiring upcoming trainees that were unavailable to attend training from start to finish, to hiring new employees with expired work authorization documents. Again, these were all hiring practices that were totally fine with the Recruiting Supervisor (also an SPHR). So long as Recruiters were successful in bringing 30 warm bodies on Day 1 - that was it. - COVID-19. Only until June 20' were CDC guidelines being followed. Prior to that, we were hiring recklessly and if people felt uncomfortable working on-site, it was up to us to convince them to take the job - while Recruiting worked from home, so go figure. Unless you have been at CyraCom for 5+ years, tolerate a touch of sexism and discrimination from the Recruiting Supervisor, want to work for a company that still operates like it is 1999 - do not join. Overall, numbers.