DO NOT become a CORE Recruiter! - Core Recruiter Experis Employee Review

-Extreme micromanagement. Depending on who your manager was (when I left there were three of them) this could be not so bad. One of them definitely likes to tell you what hours of the day you should be working on what things, what websites you should be using, what your emails and phone calls should sound and look like, and what search tactics you should be using. Expect to waste a lot of time talking about how you should be doing things rather than actually doing them. -THIS IS A CALL CENTER. You will never see your candidates in person, and will likely never even meet some of your coworkers in person. You are expected to hit a certain call metric every day that is IDENTICAL for everyone regardless of what types of roles you are presently working and how "niche" they are. -Managers/Leads are often poor communicators and lack leadership skills. In general, promotion is not based on skill but is based on favoritism. I know of one manger who was promoted to their position because they babysat for the right person who was high enough up in the company to pull some strings. Let's just say you don't want to be stuck under them. They lack basic communication skills, and are more concerned with sucking up to their own managers than leading their teams. -While the companies you work for are great, the CORE office gets all of the jobs no one at the branch office wants to work. These are generally dead-end positions and you often will not get very far with them. -There is favoritism for recruiters too. Those recruiters who management like will often get the "gimme" jobs, while everyone else will be pressured and yelled at for not having enough communications activity and placements. -Do not expect to get promoted even if they promise it to you. There were MULTIPLE instances where they promised to promote people and then they neg on the offer AFTER confirming the promotion. I've seen a few reasons why they do this. One is funding based, and they take away the promotion because they don't want to pay for it. Another is favoritism. After deciding to promote someone, they change their minds and promote someone else who they "like" better. Some people were doing the work of team leads without the official title or pay bump, and when they asked for it they were shut down but still expected to to the lead work. -You will likely see other reviews on here that discuss the mass firing they did around October 2016. Blindsided all of us, and in general left a dirty taste in the mouth of those of us left employed afterwards. All of what is said about it rings true, but I would like to add something. One of the people in management who had to do all of that firing mentioned something on Facebook to the extent of "not liking to have to lay off that many people" and was promptly FIRED, simply for being a compassionate person. No warning, or request they delete the post. Just fired. -If you have children, want to take classes, or need to alter your schedule from they typical 8-5 schedule for any reason, do not expect it to be easy. In the words of my past manager, "those kind of changes are only allowed for high-performing recruiters." Please keep in mind what I said before about favoritism and the inconsistency in metrics I talked about earlier. How "good" you are is the same number for everyone, regardless of your years of experience, or if you are recruiting for a extremely competitive agile coach position, or an entry level desktop support tech, or some random 10/hr exclusive to experis job. OR if you are handed placements rather than actually working to get them. -Base salary is not bad, but their commissions scale sucks, and is not comparable to other companies. Additionally, it took FOREVER and a lot of pressure for them to show us how they calculate commission pay, and it really seemed like they did not want us to know. -More recently, a number of larger accounts have folded because they have been under-performing. The people on these teams were either let go or pushed over to the MP side of the business. The people on these teams were punished for a lot of things that were out of their control, and the blame is always solely placed on the team members instead of the broken business model experis operates under. -With very few exceptions, almost everyone I knew who was working there was looking to get out. Many were actively interviewing.