LHH reviews

Compensation (commission) is unachievable within the first two years and chances are you will not make it to that point. Competitors don't respect LHH as they are seen as an antiquated, understaffed and a under-delivering company with a façade of experts that don't exist. While LHH ignores their weak position with a zero brand awareness (non-existent marketing strategy/budget), market share for LHH erodes to a laughable level. Senior level management as well as mid level managers are lame duck administrators that never visit their territories to support their much needed market development thereby having total disconnect with their clients and employees. In two years, conference calls were always deadly silent unless the "favored" Bus. Developer (salesperson) was prepped to pound their chest about their success, which probably was someone else's opportunity to begin with. No trust, no teamwork, no culture .......... not a company to work even if you desperate.

Some candidates that are proficient at job search have complained that our online tools are "cookie cutter" or complain when we are not specialists in their profession whatever it may be. I would have to agree - but for 99% of the candidates what LHH has works. If you are not currently full time delivery, you will never be full time - even if your caseload justifies a full 40 hours. You will be given hours that keep you at "part-time" despite an unmanageable caseload so that they do not have to pay benefits. You serve only candidates that reach out to you - you do not reach out to the candidates once the caseload is staggering. A bit like ER - if you come in I will deliver services. While caseloads were increasing exponentially, the only support from management was to tell you to enroll more people in weekly in-office job support groups and push candidates to use online resources - while the sales team heavily sells 1:1 services - the LHH "differentiator." No tools to help deliver same level of support. KPI's increasing at the same time. I spoke with a former colleague that said a recent contest for delivery was announced valued at perhaps $300. One winner. Must improve in two new KPI areas that are not about improving quality of delivery to candidates - adds increased work load onto delivery - for $300. They were told it was in appreciation of their efforts. It really is about getting delivery to do more with larger caseloads and to have data that tells potential customers we are better than the competition. Will the delivery team work a 40 hour week with a caseload that requires 60 hours - but for which you will receive only 20 hours of pay - all to get a $300 bonus. The jury is out. Because caseloads are so high delivery is caught between providing services to people in a most challenging time in their lives - and not being able to provide services because of huge caseloads and minimal hours. Delivery team constantly stressed out and overwhelmed and morally and ethically pushed to limit by lack of hours to meet candidate needs beyond basics. It used to be a great job if you were not dependent on the income - independently wealthy or another breadwinner in your life - but with huge caseloads and few hours it has become way to stressful. You NEVER feel like you are really doing a great job - just doing the bare minimum.