Sago reviews

I wish I had read the reviews of Schlesinger Associates before taking the job. Having worked in market research before, I knew that while the pay is never going to be anything to write home about, most companies tend to be transparent with new hires upfront. I wasn't prepared for the ineptitude and incompetency I saw at every corner. I was faced with project managers who were clearly overworked (and couldn't clearly detail responsibilities as a result); facility "directors" who had the communication skills of a small child; and an infrastructure that was hopelessly obsolete. I was blatantly lied to not only about hours and workload, both of which were ridiculously inconsistent. Coworkers lived in fear of being terminated on a daily basis for not filling quotas, leading most to blatantly cheat and lie (a practice encouraged by project managers.) In a climate where companies actually have to struggle to retain employees, Schlesinger obviously didn't care about any worker retention. One of the single handedly most unprofessional and toxic environments I've ever had the misfortune to work in.

1. Lack of reliable resources. This company promises the world to clients, but provides resources to employees that are an absolute joke. Many recruiters are friendly and hardworking, but there are some that are also completely incompetent and a handful have an attitude and hollier-than-thou approach. For instance, there are a few that don't understand time zones in the U.S. If you're a project manager trying to recruit nationally, this is a huge problem. When PMs have 12+ projects on their plate, the last thing they need to be doing is explaining the difference between EST and PST or deal with recruiters who would rather snap chat and put on makeup than do their job. To be fair, there's no real incentive for recruiters to do good work. Their pay is abysmal and they don't have to answer to clients. So it doesn't matter if they understand the skip patterns in a particular screener, or why it's important to target a particular demographic first. They don't care because they don't have to. Basically, PMs are forced to do the best job they can for clients. It's a crap-shoot whether half the office will show up to work or make more than 20 dials per day. 2. Compensation. If you're above recruiting or admin level, your compensation doesn't correlate to the amount of time you put into the job. This is no 9-5. Clients are very demanding and have free reign to blow up your inbox on nights and weekends. If salaried employees broke their salary down to hourly, it's below poverty level. In addition, yearly bonuses are a pipe dream. 3. Leadership that could care less about employee satisfaction or development. Bottom line, they care about themselves and how much business they're bringing in. That's all well and good if you've been able to climb the corporate ladder, but you don't need an MBA to figure that all of this turnover has to be costing the company something- not just in dollars but in morale as well. 4. Company culture. Since turnover is so high, no one's invested in anyone succeeding. Everyone figures people will be gone in 6 months or less, so why bother setting them up for success, making them feel like they're part of a team and giving them the opportunity to grow and become true professionals? Negativity oozes from the pores of this place. It starts at the headquarters and spreads to all the satellite offices. "Oh, so and so said this about this person." "Yeah, they just trash talk everyone over there." Who wants to be a part of that? Why is that acceptable? Why is that the norm?