Not meritocratic; a lot of pressure to perform on top producers, while some mediocre (at best) folks just ride the wave. Base compensation not based on performance and not equal across teams. Leadership strongly represented by one gender (speaking under correction, fairly sure there is one female in an office director role across all divisions - C-suite is exclusively male). 'Management opportunities' are a rouse - no real decision making power in middle management, rather a token for top producers to keep them interested. No clear career path. No finite metrics or clear goals around what it takes to hit top performers' trip, and no transparency around what past achievers hit to achieve it. Feels a little vague. No account taken for earning capacity of sales vs recruiters, despite many firms recognizing and accounting for the discrepancy in earning capacity. Attrition, in so far as forward-thinking, senior leadership. No benefits for consultants. Unimpressive benefits package for internal staff (expensive and limited health options, no 401K match). Middle-of-the-road commission plan - not the worst I have seen, certainly not the best. Looks like senior management feels that sales is a more crucial factor than recruiting (despite the inability for one to exist or thrive without the other) - typically, inclusivity in planning, strategizing and long-term decision making limited to sales staff. Bonuses are discretionary, in a lot of different ways.
