- No remote days. All in-office.
- Interview process for a Recruiter is extensive and ridiculous for a position that pays so little. If you pass the initial phone screening, there will then be an in-person interview with an office manager. If you pass the in-person manager interview there will be a third stage of coming back to the office again to roleplay, answer calls, and to cold call/recruit healthcare workers. If you pass the third stage you might be called in for additional in-person interview with the director.
- The office has low retention likely due to poor management. If you are actively interviewing for Maxim San Diego I dare you to ask the recruiters, client coordinators, and/or field support that you pass by how long they have been at Maxim.
- The office set-up of Maxim is archaic. They have open desks shoved together and refer to it as a "pit." There is no privacy since it’s open space. And for a job position that requires you to be on the phone a majority of the time colleagues are talking over the other.
- The business model of the recruiters and client coordinators staffing available patients/shifts is archaic as well. A whiteboard is utilized that you can only see if you are in the office. But, if the company cannot improve its business model of using a whiteboard that shows me that they have zero interest in allowing their workers to accommodate remote work, or to technologically advance.
- As a recruiter you are forced to start off in a 3 month "trainee" period where you are compensated at minimum wage.
- After the "trainee" period the compensation that Maxim offers is still bare bones and is not worth the amount of time and hard work you invest to the company.
- The amount of premium you have to pay to have their healthcare insurance is ridiculously high for a healthcare company as big as Maxim Healthcare. In addition to the WEEKLY deductions from your paycheck (because pay is weekly) there is a high healthcare deductible.
- The premium for dental and vision insurance is also high for a company that compensates its employees at minimum wages.
- As a recruiter determining the pay for the healthcare workers you recruit is also bare minimum. Healthcare workers (licensed [LVNs, RNs, CNAs] and unlicensed [caregivers, sitters. etc]) all work VERY hard. As a big business in the healthcare industry Maxim should be increasing the billing rate to their vendors to be able to offer their healthcare workers competitive pay.
- Maxim has an individual that handles after-hours calls. However, if that one individual is on vacation you as the recruiter is also expected to be available to be on-call after hours, during holidays, and over the weekend.
- Lack of career growth. After obtaining Recruiter III your next step will possibly be becoming a Business Development Manager (BDM) or Recruitment Operations Manager (ROM). The likelihood of a BDM or ROM position becoming available is solely dependent on how much your office makes the prior year. If any specific goals are missed for the business during any quarter or year overall the opportunity of an additional position (BDM or ROM) opening up within you region's office is very slim. Your best bet is to pray and hope that higher position (of BDM or ROM) will open up in an adjacent regional Maxim office. If you do not have plans to move to a different region then do not aspire for a higher position.
