Abhorrent organization run by sociopathic leadership - Recruiter LHH Employee Review

1.0
Jun 1, 2024
Recommend
CEO approval
Business Outlook

Pros

Remote, which they are now doing away with to get people in hubs and letting go of people that they hired as remote employees Trauma bonded with other people so you make strong friendships

Cons

Toxic, abusive, big brother, corporate bullying at its finest. Zero regard for anything but the bottom dollar. You are just a cog in the wheel for this company and they lack total capacity to be human. Be prepared to be proverbially chained to your desk for 8 hours a day with camera and microphone on under the premise of the “fun and interactive metaverse”. That’s their idea of “remote”. It’s giving big brother. You are forced to go through a training program that they fire 90 percent of new hires in 3 months. You are told to fall in line or leave by upper management and told to work harder and use work as your crutch if you’re ever going through anything outside of work. They will fire anyone that has a voice or opinion that may differ from the big, bad wolf. This ship is the titanic, it’s sinking fast, save yourself. I promise there are other organizations that will NOT treat you with utter disregard like this.

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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