Bullhorn reviews

About Bullhorn as a Whole: -Poor communication between departments is an ongoing issue and causes a lot of undue stress -The company is growing very, very quickly and they're not adequately preparing for it. They've made some incredibly short-sighted decisions that they did not prepare their workforce for and it had caused a lot of stress and pain for both employees and customers. -Sexism is an issue in every department. Again, most of the people at Bullhorn are great, but there are bad apples and the responses to them from HR have not been as Zero Tolerance as I would expect. -As mentioned in previous reviews, the sick policy is strict and the company has not historically worked well with people who suffer from anxiety, depression, etc. This honestly largely falls to how understanding your direct supervisor is and what they will allow. About Tier 1: -The workload is very heavy and pretty much the only way to address all of it will be to work insane amounts of overtime. When you get tired of working so much, management and your operations team will be even more insistent with their requests. -If you're coming to Tier 1, I hope you like public shaming, because most of the management team you'll be involved with sure do! If you're really lucky, you'll be able to hear all of them talk about how Tier 1 as a whole just doesn't try hard enough, aww schucks! -There is limited sympathy among the leadership team for their employees "Being Human." People make mistakes, need time and hands-on assistance learning the ins and outs of complicated products, or even 3 minutes after one phone call before hopping onto another? Not as far as your management is concerned! In fact, despite encouraging you to work tickets between phone calls, they'll continually limit the time you have for that and insist you don't need it. -Most of management does not understand the position that they are leading and continue to set unrealistic expectations. Almost entirely, they either haven't supported the product or the call volume. Even if they were previously a Tier 1, when they tell you about their experience in the role it's obvious that it's changed immensely. -There is a growing animosity and distrust between the leadership team and their front line employees and instead of bridging the gap and taking ownership of what's happened, they make decisions that clearly express to us that the blame is on Tier 1. -When employees do come forward about issues they're seeing, there are two real outcomes. In one scenario, there are promises of change and genuinely positive interactions. Then there's either no change, or a change that shows they truly don't understand the position of the people they manage, which makes things even worse. Option number 2 is that you'll be written off completely and ostracizes. You're a trouble maker who stirs the pot and maybe you just aren't cut out for the position you've been working and succeeding in for more than a year already? This has repeatedly happened to employees who care about Bullhorn's culture and core values and have tried to bring their concerns to management/HR.

At some point last year, there was restructuring and layoffs. After this point, I felt there was a distinct change in the culture and type of work. In the first half a year since I started I had gone from the initial jumpstart Builders team to a more involved, 'regular' agile team. A few months after, layoffs happened and I was moved to another agile team, with some of my previous team members, and some new. I felt that the workload of this team was extremely high, with a lot of complicated and confusing tickets. During this time, I felt like getting help was difficult. My newest manager would criticize me often, maybe some deserved, but it nevertheless felt suffocating. I was criticized by my manager for taking time away from peers. I was also criticized for not taking part in post-meeting activities during offsites (I was struggling with the loss of a family member during this specific time. I know my manager did not intend to hurt my feelings, but I can't help but still feel somewhat bitter that this was even mentioned to me as a reason for letting me go). When I ended up with confusing and complicated tickets from time to time that didn't align with the typical agile process (having an issue in prod that didn't exist in QA for example), getting answers and help was draining, and I sometimes felt anxious about taking the time away from peers because of feedback from my manager. But I always stuck with it, and I always asked for challenging work. At one point, near the end of my time at Bullhorn, I felt that I was being given the bottom of the barrel work, and there was no concern about my metrics to give me more tickets to meet my point goals. I remember asking for tickets constantly and being told to wait for work. I felt that I had to do so much and beg and scrounge just to get work to do. I ultimately want to clarify that I did not, and do not harbor any ill-feelings to Bullhorn as a whole, or any of my managers. I respect Bullhorn so much for giving me my first shot in the industry, and I understand that there are complications, and some of the reasons for letting me go had nothing to do with me personally. I do think that I personally may have struggled to keep up with what was demanded of me in terms of my role as a SWE with Bullhorn as my first industry experience, but I will say I felt that in the end, support dwindled and I felt pushed out. One more final point (that had nothing to do with my day-to-day work) I want to say is that I personally found it somewhat distasteful that there were constantly announcements of acquisitions after layoffs happened. I know this is not uncommon in the industry, but why let go of so much talent when you're going to spend so much on acquisitions anyway?