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      Softworld

      Part of Kelly

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      Softworld reviews

      doesn't value their employees and needs to be held accountable - Anonymous employee Softworld Employee Review

      1.0
      14 Sept 2022
      Anonymous employee
      Recommend
      CEO approval
      Business outlook

      Pros

      allows work from home several days a week

      Cons

      My friend was let go just a couple of weeks after finishing training, and left unemployed with little to no explanation

      avatar
      Softworld Response
      3y
      Seeing colleagues have to move can be difficult. Especially when you just shared a training classroom with them for 5 weeks. As our training program demonstrates, we invest a great deal into new teammates , especially when they are new to the industry. While difficult to witness, we only move on from that investment if we are absolutely sure, and often with input from the person leaving. To recruit well, takes a tremendous amount of training and hard work, and if successful the rewards in our industry can be life changing. We do our best to be as transparent as possible about this process. Thank you for your feedback. I don’t believe that our company could grow to this degree, over all these years by letting good employees go "with little to no explanation," without being "held accountable." For the protection of people's confidentiality and reputation, not everything that occurs and gets decided can be publicly shared. That is just as much in an impacted employee’s interest as it is ours. Our company certainly isn’t perfect, and could always do better… but accountability relating to personnel decisions is something we don’t take lightly and one that we’re glad to discuss with any and all concerned parties. I'm not entirely certain of the situation and identity of the people involved, as anonymity is everyone's right on this website. However, if this is a serious concern and/or you'd like to learn or discuss in greater detail, including a better understanding of how/why our company makes personnel decisions, I can be reached directly at 781-373-8452. Thank you again for your candid feedback.

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      5.0
      10 Nov 2025
      Quality operations specialist
      Recommend
      CEO approval
      Business outlook

      Pros

      Very open and communicative recruiters

      Cons

      No Cons at this time

      avatar
      Softworld Response
      3mo
      Glad to hear that you've had a positive experience with us, and thank you for representing us well on your assignment. If you have anything more to add, you can always contact your recruiter, or I can be reached at 781-373-8452. Continued success in your Quality Operations career.
      1.0
      11 Feb 2026
      Recruiter
      Recommend
      CEO approval
      Business outlook

      Pros

      I was able to work primarily remote. As an Account Manager, it might not be a bad gig

      Cons

      Take this with a grain of salt since their director of recruiting was let go, and that was a major issue up until 2024. I'm sure some of the feedback still applies though In short, it was the worst experience I've had in staffing. Constant negative feedback, unrealistic goals, and dealing with recruiting management that had no experience, or likely success, anywhere else As a recruiter, you were probably given 95% system requirements from DoD employers with 60 other vendors (Black Holes). Their idea of "manager contact" would be if they knew the managers first name, and intake calls had those 60 other vendors on them You would also have to make 30 documented cold calls on old jobs each day, before you could even work on something new. Then they would just pass the job back to someone else after a month and keep going. Having jobs with 500-1000 VM's attached to them were normal. Again, these are system requirements, and not even good system requirements.

      avatar
      Softworld Response
      3mo
      Thank you for your candor. It appears from your review that your tenure occurred years ago, and you're right that there have been personnel, parent company integration, and process changes more recently. Furthermore, some of those changes have reflected pieces of the business prioritization and particularly older job categorizations that you're alluding to. That said, many of the most successful recruiters in the history of the company worked within the same business structure, customer base, and opportunities that you refer to. Dozens of recruiters have built combinations of 10-plus year careers, leadership achievements, multi-million dollar GP portfolios and ground-up growth paths under the same model. Those numerous success stories respectfully would have been impossible under a primary staffing model that you describe. Our model has never been perfect, and we've always operated in a "what's best for the business isn't always easiest for recruiting" mindset. That has yielded some frustrating assignments, particularly for senior recruiters accustomed to other environments that may have featured less individual accountability. While some of the job order assignments and tasks you're describing doubtlessly occurred, our years-long double digit growth and individual success stories paint quite a different picture for many people. Our model (both then and now) wasn't for everybody, and we wish you best success in wherever your professional travels have taken you since your time with us. If you have anything more to add, including anymore specifics you think would have improved the business, I can be reached anytime at 781-373-8452. Thank you again for your review.
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