Horrible Experience - Sales Executive LHH Employee Review

1.0
Dec 20, 2023
Recommend
CEO approval
Business Outlook

Pros

Flexible schedule and 100% remote environment. You can go in office if there is one in your geo

Cons

I had an unfortunate experience with a job at LHH, which turned out to be extremely disappointing. The training process was excessively long, spanning months, and the success rate was abysmally low, with only a handful graduating from each hiring class. It felt like they hired with the intention to let go of the majority. The work environment was toxic, characterized by fear tactics. Trainers consistently threatened termination, creating a stressful atmosphere. Expressing any dissenting opinion or feedback that didn't align with their expectations was met with the risk of being fired. To make matters worse, the pay was inadequate, and the micromanagement was suffocating. Trainers exhibited unprofessional behavior, treating employees as if they were in elementary school. Overall, it was a regrettable experience that highlighted significant flaws in the company's approach to its workforce. They let go of a whole training class sometime in October. They literally hire in masses just to fire. It’s a marketing campaign and they will remind you that they will fire you everyday.

Explore other reviews about LHH

5.0
Jul 7, 2026
Recommend
CEO approval
Business Outlook

Pros

autonomy, collaboration, transparency, employee value

Cons

lots of changes, market issues, confusion

1
1.0
Jul 20, 2026
Recommend
CEO approval
Business Outlook

Pros

LHH has a recognizable brand and some genuinely talented employees. I built strong client relationships and worked with people who understood the staffing business. Those strengths were increasingly overshadowed by poor leadership decisions

Cons

The company is deeply unstable. Constant restructuring, leadership turnover, shifting expectations, and repeated strategy changes make it difficult to build anything sustainable. People are placed into leadership roles without the experience, judgment, or market knowledge required to lead seasoned staffing professionals. Instead of learning from experienced producers, some leaders rely on micromanagement, activity metrics, and internal reporting to demonstrate control. Autonomy has been stripped away, valuable business-development tools have been removed, and decisions are frequently made by people who appear disconnected from local markets and client relationships. The company confuses activity with results. Employees are pressured to meet arbitrary metrics while the actual work of developing business, retaining clients, and maintaining long-term relationships is undervalued. Experienced employees continue to leave, taking institutional knowledge and client trust with them. Those who remain are expected to absorb more work with fewer resources and less support. The culture became reactive, inconsistent, political, and distrustful. Strong performers were scrutinized rather than supported, while leadership was rarely held accountable for turnover, damaged morale, or declining market presence.

4
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