TABP role - as bad as the Real Estate Sales role - Anonymous employee Proptiger Employee Review

First of all, the TABP team structure itself is flawed. 1. One very important thing they hide during the interviews is that they are a real estate company hiring sales staff from non-real estate industry ONLY. Why would a person from Banking (or any) Industry want to switch to Real Estate (plus eCommerce) industry unless they are underperforming at their current job? The pay is not competitive at all. The company culture is very sales heavy and how many ever good leave policies are introduced, in the end, the approver of the leave is the employees manager himself. While the HR has a strong say but not stronger than the business call (ofcourse!) Sourcing candidates at the said salary range from non-real estate background and preferably from Banking Sales background with above average English communication skills and ready to work on weekends (Here week off is on Tuesdays) for a full time field job with crazy targets, also speaks the regional language, also knows the city well, also good at convincing people already seems very difficult. There's no external consultant support so you personally have to call 300+ candidates everyday in order to complete your hiring targets for the month. The TA part is just very tiring and mundane. You cannot expect a good polished resource to do both TA and BP work together with so much attrition. Basically, you're just doing B2C sales which sounds like recruitment. They will sell the TABP role off calling it a "challenging role where there's lots to earn" but I'm so frustrated to even talk about it anymore. Also, I think its unethical to hide all this in the interview. While organisation wide HR strategy is good, TABP Team Strategy is flawed and the fact that the CHRO and his one down are unable to build a proper team where atleast 90% of the team stays with them for atleast an year and does so proudly and happily proves the flaw. I agree cost optimisation is a great idea, but if you don't pay and treat your people well, they're not going to stay with you. They fire quite a lot of people as well which dismiss entirely thinking this attrition was involuntary. Why did your hire the person you just fired? In HR team, there's no place for such a high percentage of involuntary attrition. It simply shows that they're not good at hiring culture fit people who will not think about them the way I do.