Pros
Variable income component that potentially allows employees to make more money.
Cons
I'm writing from the perspective of the Singapore office: (1) Lack of opportunities for career advancement (2) Too profts-driven; employees are seen as money-crunching tools (3) Slow payouts system for commissions (4) There doesn't seem to be operating synergies between the head office and its country offices (5) Promotions to senior positions are seemingly not based on merit, but by who's the top sales dog and who's left in the company (6) Non-performing staff are defined too simplistically as people who can't meet sales figures and are often asked to leave It might be interesting for some of you to note that for the time when I was with Kelly Services Singapore, I had one of the highest sales records, and people were talking about promotions etc in line for me; yet when I decided to leave the company and take on an in-house recruiter role, attitudes started changing, and the previous manager I worked for actually had the nerve to say I was asked to leave for non-performance-- a far cry from the truth!