Bullhorn reviews

• The obsession with the "path to a billion". Once that started, the culture that set Bullhorn apart slowly began to vanish. • The pay is low. I left for a position with a lower title and less responsibility, but the starting salary was 11.5% higher than my salary at BH. • I wound up on some list about taking "excessive" PTO. I was a 10/10 employee and got the highest marks for multiple years in a row. If my PTO was not negatively affecting my work quality and my team, then it shouldn't have been an issue. And if it bothers the company so much, then frontload a set amount of PTO. But that's not as appealing to prospects, and then they'd have to pay out unused time.

Bullhorn used to be a place where core values like collaboration, integrity, and employee support were at the forefront. Unfortunately, that is no longer the case. Leadership now openly dismisses feedback, with some leaders (COO & CPO) telling employees who express concerns that they can "find somewhere else to work." This approach creates a toxic environment where feedback is not welcomed, and employees feel unsupported. Leadership and HR are fully aware of these issues, yet they continue to justify them in their responses to negative Glassdoor reviews, which is disappointing. They promote an open-door policy and even include a Energy value stating they encourage to provide feedback. Unfortunately when you do so, you will be retaliated against and pushed out of the company, by no longer being added to projects with visibility, being ignored by leadership, or in some cases provided a surprising negative review after years of being a "Role-Model". Another major concern is the placement of leaders who lack the necessary knowledge and skillsets for their roles, but who have been promoted based on personal friendships rather than merit. This has resulted in ineffective decision-making and has further eroded trust within the organization. Employees with the potential to make impactful contributions are overlooked, while unqualified individuals are placed in key roles simply due to their connections. It is possible to reach the $1B goal while still maintaining a positive employee experience, but that requires leadership to genuinely care about their people and not just the bottom line. Customers have also started to notice the increasing turnover, and many are voicing concerns about no longer receiving the incredible customer experience that once set Bullhorn apart.