Pros
Coming from a grindy call center sales role, I did enjoy transitioning into recruiting with Kforce. For the most part the role itself was nice, you work on two job priorities per day and call candidates who are super nice! The call expectation is only 40 daily but most people make only 20-25 calls. Typically not much work is taken home and there isn't a huge pressure to do so unless it's a peak hiring time (bulk customer service roles that come out seasonally). Since Kforce is a HUGE company you're offered benefits, have clear pay expectations and trajectories, getting flown in to the company Hq for trainings here and there and a lot of structure (to the point that it can be a con).
Cons
As mentioned the structure at times can be a con. You have two daily stand up meetings everyday (around 30-40 mins each) where you get everyone on your team nationwide to discuss their updates. This is in addition to the respective office's morning "whiteboard" where everyone discusses their progress from yesterday which takes 30 minutes at the start of the day. Definitely a lot of time wasted at these meetings since you're only talking for a minute max. When I came up with a very good and efficient idea to source for candidates I was shut down and told to "get back to work". The training and "mentorship" was poorly developed. After a very short training of watching pointless HR modules, we were then assigned a mentor (typically a sr. recruiter there) who you would go to for everything. (we didn't have a script, learning material, etc. on our own). So if you were paired with an impatient mentor like I had it compromised your learning because they would tell me not to distract them if I had a some specific question. When i was given a warning by my director that I could get fired due to performance, I asked her for help and they said "oh that sucks..." didn't offer to help or give me a plan to improve. The submittal KPI's and placement KPIs are unrealistic in my opinion. We were expected 7 submittals per week and 7 placements per quarter for highly technical roles. So for one week if you were trying to fill a Sr. Cloud Director position with very specific skills and don't find anyone who's a good fit you're SOL. Expect to be harped about your submittals daily from both your manager and director. The management says that they include customer service jobs because they can "buffer" your weekly submittals/placements but really the CSR roles do more harm because the entry level applicants are VERY flaky in nature and will quit, not show up to interviews, or ghost you during onboarding (therefore losing that placement and making you look bad). Putting in the work and even doing Overtime will make you BARELY reach the minimum expectation to not get fired. Consider that the top earners in the ENTIRE org only have a weekly submittal count of 10-12. Don't get me started about commission because they put a threshold on commission meaning you actually don't earn commission on your placements UNTIL it hits a certain quota per month. and of course that resets every month.
