Working at Talent Plus |

Talent Plus Overview

Lincoln, NE (US)
51 to 200 employees
Company - Private
£10 to £25 million (GBP) per year

HealthcareSource, Development Dimensions International

Talent is a person’s capacity for near-perfect performance. We identify people with the potential for near-perfect performance so clients can make wise decisions in the selection and development of their teams. When we identify talent, we transform lives. Talent Plus ... Read more

Mission: Vision Statement
To be the leading partner in building and sustaining high-performing cultures through the assessment, development and engagement of talent.

Mission Statement
We believe every person has talent. Talent’s ... Read more

Talent Plus Reviews

  • Helpful (12)

    "Talent Plus, where great meets awful"

    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Former Employee - Associate in Lincoln, NE (US)
    Former Employee - Associate in Lincoln, NE (US)
    Doesn't Recommend
    Neutral Outlook
    Disapproves of CEO

    I worked at Talent Plus full-time (More than 8 years)


    I count dozens of current and former Talent Plus people as some of my best friends. Hiring for Positivity creates a culture of true friendliness, but it can result in people having blinders to some of the issues.

    The assessments are truly exceptional and very accurate when implemented correctly and interpreted consistently well.

    I'm not sure if this is a Pro or a Con, but it feels more like a Pro...If you are a high performer with a positive attitude, you will be successful here. Being a high performer means you get the good clients, the recognition, the spotlights, etc. I have a stack of recognition cards almost a foot tall from my years at Talent Plus and they always make me smile when I read through them. :-)

    This may not seem super relevant, but the chefs at Talent Plus are legitimately some of the best in the midwest! I have never had so much good food available to me every day as when I worked there!

    The celebrations are good, but at times seemed frivolous...that said, i would not give them up as it was a fun time to bond and celebrate with friends.


    Too much emphasis is put on profit and growth. A company like Talent Plus will never be on par with DDI, Aon, or Kenexa because they lack consistent internal practices and policies. Leaders chase the big idea of the moment; one year it's development, then it's strategic consulting, the next year its online assessments, next it's succession planning. Either invest in making yourself excellent at all of these things or just pick one or two and become the best at those.

    For a company who's tag line is/was "The Science of Talent," there sure isn't a lot of science in the selection and promotional process. By this I mean that favoritism and nepotism drive a LOT of the decisions of the leaders. I saw this personally when I was involved in the hiring process; when a Rath family member or a leader "liked" a candidate, they were almost always hired, even if another candidate had better expertise, more experience, or more relevant skills. I understand that this was done in order to create a cohesive culture of like minded people (i.e. positive, service-minded associates), but what happened is that it resulted in the company lacking skilled/knowledgeable employees. For instance, at it's peak, there were only four I/O Psychologists in the whole company, whereas DDI, Kenexa, and Hogan employ dozens of I/O's each. This resulted in a lot of "art" and not as much science in their research and consulting.

    And finally, the pay and benefits. Seriously terrible. When I left Talent Plus, my salary increased by $28,000 and I was doing very similar work. This is another reason they need to have a real HR dept that can do regular market comp research...maybe they'd know just how below average their pay scale is! And the profit sharing plan they touted...laughable if you're not a Rath family member.

    Advice to Management

    Stop with the nepotism. I realize that this company was created by the Rath's but Talent Plus' mission is to be a world-class partner to your clients, and they cannot do that if their succession and promotion decisions are based on nepotism and favoritism. You should be hiring, promoting, and developing people based on how well they serve your clients, not how tight they are with 'the Family.'

    Get/form a real HR department; I initially appreciated that all issues/needs/complaints would be dealt with by leaders as it promotes strong problem solving and can improve relationships; in the long run though, it leads to lots of employees feeling like they have nowhere to turn when their manager or sr. leader is the problem.

    This gets into another issue, which is the favoritism that runs rampant. If you're a "golden associate," you get lots of opportunities, plenty of autonomy, tons of recognition, and decent (i.e. average) pay. (disclaimer: I was one of these employees during my tenure, so no, I'm not just a low performer bent on revenge, but even my pay was only at market average) If you're not on board with the culture, or you don't perform above expectations, you get labeled as problematic when in reality, any other company would give you more training and coaching.

    Finally, your reluctance to help people fix/improve their weaknesses severely hinders your ability to grow from the inside. The company I left Talent Plus to join is 10x better than Talent Plus at internal development, coaching, succession planning, and training, which is ironic since Talent Plus should be amazing at it.

    All in all, leadership is the biggest issue at Talent Plus. They've had some spectacular failures in leadership that could have easily been prevented if they had a more robust selection/succession planning process and didn't play favorites to give their favorite associates (and Rath family members) all the good opportunities.

See All 39 Reviews

Talent Plus Photos

Talent Plus photo of: Lincoln Office
Talent Plus photo of: Annual Meeting July 2012
Talent Plus photo of: Talent Plus Named "50 Most Engaged Workplaces in the U.S." 2011 and 2012
Talent Plus photo of: Great Day of FUN!
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Talent Plus Interviews



Getting an Interview

Getting an Interview




  1. Helpful (1)  

    Consultant Interview

    Anonymous Interview Candidate in Omaha, NE (US)
    No Offer
    Negative Experience
    Easy Interview


    I applied through other source. The process took 5+ months. I interviewed at Talent Plus (Omaha, NE (US)) in January 2019.


    The initial conversation was with the Director of Talent and it went well. He asked me to take the formal interview, which happened one week later, and was a 3 hour phone conversation with many, many questions. Exhausting but, once complete, I sent the requisite follow up thank you email. I heard nothing for 7-weeks until, out of the blue, the Director of Talent called me to set up another interview with him and the two senior consultants I would be working for. We had that conversation one week later and it went very, very well. Only one of the three of them responded to my post-interview follow up email thanking me for my time and eagerly looking forward to next steps. It has been over 3-months since then with radio silence.

    Listen, I know I'm not the right candidate for every job, that's a fact of life and that's OK. But your company is predicated on the idea that you help your clients find and retain talent. Yet, in your own talent acquisition process, you completely blow off candidates. I have to think that lack of internal professionalism bleeds over to your clients.

    As someone who has been in the industry for some time I'll say this; practice what you preach and you'll do a lot better.

    Interview Questions

See All 27 Interviews

Company Updates

  • We're hiring - you can find open positions at


    Talent Plus career and job information.

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Talent Plus Awards & Accolades

  • Best Small Workplaces(Small & Medium), Fortune and Great Place to Work, 2013
  • Best Small Workplaces, Fortune and Great Place to Work, 2012
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