Employbridge Reviews

When I started working for this company I was immediately excited. The excitement was gone 6 months into my job. They really burnt me out with all the extra work that was required they never told me about. I was told I could have a flexible schedule, but that was not the case in my position. I constantly worked 55-60 hours a week. I was subjected to being treated like a second class citizen by my client, while my company did nothing to support me. If anything, they constantly threw me under the bus. I was threatened and cursed at by my client on several occasions. The company takes a lot of pride on their “core values” but in 1 year, these “core values” became comical because I worked for people with limited integrity. You will work very hard only to not be rightfully compensated. Be ready to see your boss and upper management constantly get promotions they use to buy themselves new cars to show off at work, while you receive nothing in return. Also, be weary of co-workers who are nice to your face, but the minute you turn your back they will try to get you fired. Even if you’re the main reason why they in the office get a monthly bonus. Probably the most frustrating thing about this company is how much they will take you for granted. Your boss who is never around, will expect you to do her job and you will get 0% credit. Room for growth and promotions? You’re kidding, management will routinely avoid questions about a review and you can expect your request for an increase in pay to drag along for a good 6 months to a year. The only way to get promoted is by being in the “click” of branch managers and above, oh and if you’re a male, kiss that dream goodbye. So, if you are looking for people to constantly have meetings behind your back and having a fear of your company throwing you constantly under the bus, apply today!

Toxic, Unsustainable Culture: "Figure it out" was the default mindset, even if that meant working long hours straight with no thanks, support, or backup. Managers burned out regularly, and turnover became the norm. Development and support from leadership were virtually nonexistent. Despite the company’s frequent messaging about growth, it refuses to take accountability for failures. Senior leadership particularly the RVPs avoided confronting issues and disconnected from frontline realities. Some regional leaders wouldn’t even visit offices that were only minutes away, choosing instead to remain willfully ignorant. You're sold on the idea of "bonuses" and "merit-based raises," but the structure never allows it. Collaboration across departments often derailed individual goals, killing any chance at bonuses. We were even told that raises couldn't be given due to "budget constraints," so everyone was defaulted into "meets expectations." While some flashy offices sat empty with new furniture and wide open layouts, the office I worked in, which generated enough revenue to subsidize others, operated in degrading conditions. No recognition, no reinvestment, just more pressure. Things began to rapidly decline after the merger with Hire Dynamics and the company's purchase by Apollo. Leadership decisions like installing a CEO who clearly lacked direction were followed by an expansion of the C-suite instead of a course correction. When revenue became strained, the solution wasn't to address inefficiency at the top. Rather than course correcting, they laid off a third of the workforce to fund high executive compensation packages. The go to excuse, "Economic Uncertainty": Whenever concerns are raised whether about layoffs, pay, working conditions, or turnover the company hides behind the same rehearsed statement: "We've been affected by ongoing economic uncertainty and reduced demand for temporary labor." But anyone who worked there knows: The layoffs weren't about the economy. The burnout wasn't about the economy. The unsafe workspaces weren't about the economy. The inflated executive team wasn't about the economy. These were leadership failures plain and simple. Every year came with a new "culture survey," followed by a town hall call acknowledging employee concerns and then silence. No follow-up, no implementation, no accountability. Just another survey the next year to repeat the cycle.