Pros
I've been with Motion for two years and up until I left, had a positive outlook on the company. The training they provide you is world class, my current position offered zero training (possibly because I was brought on as L2), but even the fresh grads on my team go to me with tons of questions about very basic workflow things that Motion drilled into me since day 1. You get an entire run down on your market by your manager, including tech meetings, industry standards, how to talk to candidates, and other recruiting ops processes. The overall structure is very collaborative. It is very similar to how you'd partner up with a Talent Partner in an internal setting, except you have 2-5 "Talent Partners" (Full-Desk Recruiters in Motion Lingo) that you'd be supporting for 10-25 reqs at a time - this increases your chances of doing placements and getting promoted. This is THE place to start your recruiting career in terms of training, building a network, and getting a feel for if recruiting is the right space for you to be in. I can't stress enough how much you'll learn about managing your time wisely, and organizing yourself for success. In my new role, I had to create a lot of the tools (Daily Plan, Monthly/Quarterly Goals, Candidate Tracker) that were simply given to me by my manager at Motion. The things you learn here are not taught within internal roles, so really take advantage of the fact that your manager is putting in their all into your development. Everyone you interface with at the company is willing to answer your questions, do a tutorial on topics, and even hold 1:1 session workshops on pain points. The culture was phenomenal. The company puts in an honest effort to address diversity/inclusion which everyone appreciated a lot. The CEO, Beth, actually took time out of her schedule and held 'Office Hour' sessions with whoever wanted to chat with her during the start of the pandemic. The rest of the executive leadership did so as well, which was extremely popular with the staff. However, when clients are asking for D&I hires, we had little (visible, as there may have been resources I wasn't made privy to) support in how to go about finding those candidates other than LinkedIn Recruiter searches. This would have easily been a 5 star review if my off-boarding experience and other concerns went differently.
Cons
The numbers are low and unless your team is a high performing juggernaut like mine was, you realistically shouldn't expect to make above 90k/year cash comp as a Lead Talent Advisor, again that is a very generous number that assumes your team is killing it and you're the sourcer on most of the placements. This was a pain point of mine as achieving that number requires a lot of dedication. However, Motion is constantly revamping their pay structure and during my time there have been compensation restructures that were generally seen as positive and gave more money to staff so this could change as time goes on. Additionally, there are further career opportunities above Lead for those willing to put in the effort. I ended up getting burnt out. I didn't see the compensation I wanted after what I considered a solid few quarters leading up to my departure. I constantly had this bitterness about my compensation when I compared my revenue generated and actual compensation received. I won't gloss too much on this, but the work is high-stress, fast-paced, and unforgiving. You are competing against internal recruiters to fill roles, so you need to be at your 100% at all times. There is a very good chance if you let off the gas even for a day, that the internal recruiter supporting the role will snatch the candidate you were planning on reaching out. When going through my decision making matrix, I realized that I was ruining my mental health chasing commission checks and I wanted out which brings up the second point. This is something I took issue with as I became more senior and started to think about my 5-year career goals. The non-compete/non-solicitation agreement they make you sign is very strict and will 'end your career' if you choose to leave. I was told that this is very standard for the industry, and I will update this review as I'm casually seeking legal opinions from law professionals in my personal network on it. In essence, to my understanding, the candidates you interact with and those relationships you create with them fall under the agreement and therefore, at your next role, you will not be able to solicit their labor for your new company. If you work in a niche market, this can be problematic and will force you into a situation where you will be required to change markets for your next recruiting opportunity so that you don't accidentally reach out to a candidate in Motion's active network. It isn't too tough to get a role after Motion recruiting for a different market, but it's a slap in the face to anyone who puts in a few years of their life and contributes hundreds of thousands of dollars in revenue for their team. On a personal note, my off-boarding experience wasn't ideal and left a bitter taste about the company. I'm not going to blast anyone or put specifics, but I thought I contributed enough to the company to have a better send off since my leaving wasn't announced to the region, and people messaged me confused where I was weeks after the fact.