Robert Half reviews

OUT OF TOUCH LEADERS ABOVE BRANCH MANAGERS - people that have never recruited or haven't recruited since before text messaging or LinkedIn existed relying on salesforce to determine whether or not you're doing your job, while also ignoring market conditions and blaming people at the bottom for the change in revenue. CUTTING PEOPLE LOOSE - going back to ignoring market conditions and blaming the people doing the work: they'll let good people go, because of "performance issues," even though they're good recruiters in a tough market. Then hire new people that don't have a chance in the current market.. and eventually cut them loose too. WHAT HAVE YOU DONE FOR ME TODAY - It doesn't matter how you perform when the market is good. If the market turns, it's your fault. You could set records in a good year, but the moment you have a bad quarter you'll feel like your job is on the line. WAY TOO MANY LAYERS OF MANAGEMENT - I don't know what a lot of these people even do, other than pass information from the teams that do the work to more people above them. Not a lot of encouragement or understanding or direction - just "where are we at" on a call, then they disappear. THERE'S A DRAW - Draws are semi-common, but originally I wasn't made aware of my draw when I started. You'll pay back your own salary on a monthly basis before you bonus. If you don't pay it back, it stacks up and you bury yourself. It's pretty stressful.