Roth Staffing reviews

Although we’re glad to hear you enjoyed working with your coworkers (which is typically something we hear from coworkers throughout the Roth Staffing organization – we work hard to hire great people), we are unhappy to hear that you did not have a good relationship with your manager. It’s a known fact in any workplace that not having a good experience with the direct manager/supervisor is the number one reason people leave. You have our commitment to look into the concerns you’ve raised. Your review also allows us the opportunity to address our very competitive compensation program and also clearly explain what our 9/80 Flex Schedule is and address some of the misconceptions you might have had. Regarding the 9/80 - we operate in the staffing industry which is notorious for companies that work their employees tirelessly expecting 50 to 60 hour workweeks (100 or more hours bi-weekly). We wanted to be different and stand out as the very best staffing firm to work for. The 9/80 schedule means you work 80 hours over the course of 9 days (Mon-Fri and then Mon-Thurs) instead of 10 days. You get the 10th day off (every other Friday) – that’s 26 three-day weekends. The “Flex” schedule does not mean that coworkers can arrive or leave in a flexible manner and choose their start or ending time; it means that our coworkers on the 9/80 have an extra 26 Fridays off a year. Because we serve business clients who start work at 8 a.m. and we have candidates who start work assignments at 8 a.m., we must have our offices open from 8 a.m. to 5:30 p.m. with start times for our coworkers either at 8 am or 8:30 am to ensure our branches are open to serve our clients and Ambassadors. If you arrived 5 minutes late one time and received a verbal warning, we agree that is not something we would expect our managers to do. If you are frequently a few minutes late in the morning, we would hope your manager would have a professional dialogue with you about how much our candidates and clients depend on you to have our office fully operational by 8 a.m. You mention that our managers and corporate are the only ones who have the perks, and yet one of the biggest requests we get from managers and corporate is “can’t we have the 9/80 schedule, too?” Our managers are not eligible and so we provide a different program called RAD Days (Rest And Decompression Days) where they receive a few extra days off such as their birthday. And in corporate we allow coworkers to leave at 3 p.m. on Fridays in the summer months to make up for no 9/80 schedule. The opposite is actually true regarding your statement about the flexibility perks, only the coworkers in our Business Solutions Manager (BSM) and Business Solutions Specialist (BSS) positions in our branch offices are eligible for the 9/80. Let’s take a look at compensation quickly – we have a team that studies compensation very carefully to ensure that we offer the most competitive pay in the industry. With our bonus program, successful coworkers are handsomely rewarded for both their recruiting and business development successes – and they get to do both aspects of the job. We’re disappointed to hear that you felt unsupported by senior management. Our market, regional, and VP leaders consistently receive high praise from coworkers. We appreciate you taking the time to communicate your concerns so that we can look further into this.

We appreciate your feedback and are disheartened to hear that your personal experience was "marginal." The overwhelming majority of coworkers provide feedback saying the core values are alive and well, and that the culture brings out the very best in them. We want your experience, and the experience of every coworker, to be one that where the Purpose, Promise and Values are alive in every situation. We listen carefully to every response our coworkers provide and will continue to find branch offices where the culture can be made better. We fully depend on existing, or former coworkers like you, to let us know when there is a void. Please consider contacting our HR department or your former Senior Vice President to let us know where we can focus our efforts.