Direct Hire Division review:
Working on full-commission is very stressful especially if you don't have a financial nest to fall back on. There is a 90-day window the client has until they make their payment and if the candidate does not work out then you are out of your commission check for that placement. Durning the year working there, I've seen the compensation plan change 3 times and even seen them hire business development managers to bring on new business for each office and try to take a % of already established clients that client managers have created. They structured the commission payout plan in tiers of a monthly billing cycle, the higher you bill in that month the more you take home. They tell you to take on clients if you're new to the recruiting industry but essentially want you to focus on candidate management. If you want to make over $100k - $200k, you can't just be a candidate manager and expect to get to that number.
Titles/position are so candidly thrown around and people in their mid-20s are labeled VPs but aren't not real leadership, just more babysitters reporting back to the owner of what is going on in each office. Some VPs & SVPs that don't have true leadership mean well, but don't understand the industry coming into their roles or don't understand the difference between both divisions and instruct us to run our process like the other division when they is not a successful way for direct hire.
They offer unlimited PTO, but is not what you think it is. What the unlimited PTO tells me, is to take your work with you where you go and/or you better be billing past your monthly or yearly goal to take the time off. With that beening said, you will be working after hours and weekends talking to candidates or clients for whatever reason. I can't tell you how many times I've talked to candidates regarding opportunities or interview preps on weeknights or weekends and a lot of times left me spinning my wheels when things don't pan out.
****I think this goes across the board for all agency recruiting, there is a lot of turn and burn. Comp structures change all the time. When you start making a lot of money, leadership will find ways to change your comp so they take in more on their end.
