Good, but company still has evolving to do
Pros
- payout structure can be beneficial if you’re in the high commission bracket - work from home flexibility and Fridays “off” for senior employees - the LinkedIn recruiter tool is very helpful in sourcing your own candidates - sales contest KPI’s (across the whole company) are very reasonable and feasible
Cons
- company doesn’t value direct placement business the way they do contract business, leaving direct placement account managers to fend for themselves and do the jobs of multiple people by also acting as the recruiter to find your own candidates - commission bracket starts over at the lowest scale (20%) each year and your commission measurement (fees) also start back over at 0 regardless of how successful you’ve been in your previous year or how tenured you are in your career, leading to burnout - whenever the company rolls out a new initiative, the direct placement division is never taken into account - no clear maternity leave policy in place for direct placement account manangers - the 40 for 40 bonus and LTI option is very unrealistic and never been obtained before in direct placement due to the high expectation but in other divisions the top 3% is awarded this each year - recruiters are not incentivized to work on direct placement business as they’re not compensated accordingly on it, recently took away the spread accelerator & direct placement recruiter contest and also recruiting leadership discourages recruiters from working on direct hire roles
