Robert Half International is a great place to work if you want to work hard and get paid for your performance. - Staffing Manager Robert Half Employee Review

5.0
May 19, 2012
Recommend
CEO approval
Business Outlook

Pros

When you work for RHI, you are working for the best in the industry. You will learn sales and recruiting from the best and you will be rewarded for your performance. Compensation is excellent, growth potential is tremendous and a long time career is in the cards

Cons

There really arent any downsides to working at RHI. Dont go to RHI if you dont want to work hard. Its a work hard play hard environment

Explore other reviews about Robert Half

5.0
Jun 5, 2026
Recommend
CEO approval
Business Outlook

Pros

Flexibility and overtime is paid.

Cons

No paid time off at all on contract

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Robert Half Response
1mo
Thank you for sharing your experience. We are pleased to hear that you appreciated the flexibility of your assignment and the opportunity to earn overtime pay. We value your perspective as we continue working to provide a positive experience for our professionals.
1.0
Jul 2, 2026
Recommend
CEO approval
Business Outlook

Pros

Success with other departments - just not in mine

Cons

Complete bait and switch. I accepted this position under one manager, only to find out after resigning from my previous job that I would be reporting to someone else entirely. There was no meaningful onboarding, no training materials, and no support system in place. My manager openly stated that there was no monetary value in helping me succeed and made little effort to train or develop me. Requests to shadow and learn the business were dismissed in favor of keeping me on the phones. Instead of being set up for success, I felt actively prevented from growing. HR was equally disappointing. I raised legitimate concerns and never received a response. The organization talks about development and support, but my experience suggested otherwise. Joining this company was one of the biggest professional mistakes I have made.

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