Robert Half reviews

High turnover, terrible compensation, micromanagement. The turnover. This affects you know matter what role you are in, because it takes time to get up the field and build business together. If everyone is always coming and going, you can't begin to build your commission structure and total compensation. Compensation. Very low base. This is a sales job, so you are there to earn commission. However the "bonus plan" keeps changing (after you're hired), and you don't get the full spectrum view of how you actually can make money until after being in the seat 3-6 months. Once you start making decent commission, your monthly salary is deducted before you get your earnings. RH always gets you, somehow. Even this last year, they lowered the percentage of commission by 2%. Micromanagement. Too many bosses and even peers always asking you if something is done, before you have even had the opportunity to complete it. There is also a skewed view inside the organization that Account Executives are better than Recruiters. If something goes wrong it will undoubtedly be the recruiter who is at blame, no matter the circumstance. The recruiters will always lose this battle, because all of the management were Account Executives at one time. The biggest metric that you will be judged by is your "activity", meaning how many calls you've made, etc. The push for quantity is valued extensively more than quality. If I think I'd waste someone's time calling them, RH conversely believes you should be an intrusion into that person's time/life/schedule to get leads, etc. This is all monitored and in the push for higher "activity" from management, relationships between the company and people are constantly ruined.

Upper management in Seattle has no idea what they are doing. The team went from billing all time highs to billing close to nothing. Almost every good employee has left because of the upper managements poor decisions.