-Unrealistic expectations when it comes to metrics and maintaining "green status". The company itself was slow for several months to bring in new orders when the market was unstable. Managements solution was to pipeline continuously; however, you can't place talent if you have a lack of orders. -I have never experienced SO much change in a Senior Leadership Team (SLT) until I came to Onward Search. SVP's/VP's change constantly and they act like it's normal. Not to mention, my direct management changed three times while employed. When you have manager after manager leave, you know something isn't quite right. -Favoritism is definitely something that is evident here. I felt that my direct manager favored team members over myself and another colleague which would result in working less than favorable job orders and our submissions not being taken as seriously as the other members of the team. -Learning and Development (L&D) is just not up to the level it should be, especially when you have a delivery team that is brand new to the industry. My "OnRamp" was a PowerPoint deck that was reviewed by the L&D team. The system that is used to house all of the L&D videos is also outdated. -Commission structure is something that definitely needs to be evaluated. (I will not disclose amounts or percentages) As a recruiter, we put SO much work into finding excellent talent. And to be able to place that talent and only receive X% on certain accounts is a huge slap in the face. -This isn't necessarily a Con, it's more of a neutral. While the CEO, Eliana, does have office hours, I wish she had more of a presence in the teams. During the early part of my career with Onward, her office hours would be cancelled time after time and you only saw her on the company meetings/calls.
