PageGroup Reviews

Pros

Fantastic business that rewards hard work generously. Scope to progress and learn every day.

Cons

There are tough days and resilience is key

Pros

Leadership, reward, development, flexibility

Cons

Recruitment sector is tough, very hard to get through interview process

Advice to Management

Continue the excellent people development programmes

Pros

Great team orientated work ethic. They promote and look after their people, if you show your initiative.

Cons

They don't pay great.

Pros

Progression, bonus, incentives, autonomy and high trust

Cons

Change and restructuring. The role itself can be challenging!

Pros

good training that will allow you to learn the basics

Cons

poor culture - very cliquey, also the commission structure is poor. They need to focus on this.

Pros

Gives you a good discipline and understanding of the world of sales, if you want to grow your skill sets in negotiation and business development. Resilience is key and a hard work ethic is crucial. Sets you up for a career in sales. Depending on what team you are put in the people can be great and there's a great social aspect if you want to get involved. Progression is there if you want to have a career with... Page, again some teams are better for this than others.

Cons

Hours are very long - they claim to give flexible working but this is not actively promoted, remote working was hugely frowned upon. Commission - no where near as what they claim it will be when you first start, even if you do manage to hit targets there's a 'team bonus' so the blame lies with the team not performing well if you only receive a small cut. For the amount of hours you need to put in to be successful... this doesn't equate to enough to make it worthwhile. Micromanagement - Culture is very parent child orientated. If you are straight out of university perhaps this is not a bad thing and is needed but when you employ career sales people there shouldn't be a one size fits all mentality. Culture - If anyone leaves, the remainder of the team is given a talk about how the person who has left is not good enough and weren't hitting targets and that they were never going to make it and were on the verge of being managed out anyway. This has been observed on a number of occasions, this negative way of dealing with people leaving the business simply leaves a bad taste for the people who continue to work there. Especially so when they are given totally contradictory views of those individuals before they leave the business. One day, this person is doing great and is on track to get a promotion, next day, they were terrible so its a good thing that they have moved on. A really bad way of dealing with these situations.

Advice to Management

Look at other business models and learn from how they are run. High turnover is inevitable if this way of working continues. Actually promote flexible working don't just appear to be talking about it on the likes of LinkedIn. This gives a bad impression that you don't practice what you preach. Trust your colleagues - they are in a sales job, if they don't make sales then they won't get commission -... micromanagement is only going to put people off wanting to work for you.

Pros

- such good training - brilliant support throughout the early stages of your careers - good career routes

Cons

as with any senior sales roles, they need to make the stagnant & senior positions more interesting.

Pros

Good work/life balance. This wasn't always the case but the company is making conscious efforts to ensure that we're able to enjoy flexible working - I know that since this incentive is in its infancy and there's still alot of 'old school' Directors, these things will take time. I've seen a big shift in culture in the five years I've been here - I have nothing negative to say about senior management listening and... doing their best to evolve with the times. Unfortunately there are some teams that are more flexible to the changes than others, some are largely KPI based and that's the old school sales element- I find that most of the people complaining about KPI driven enviroments are junior consultants with < 1 year experience - that's when your KPIs matter and that's when you're learning and being shaped; typically that will change the more senior you get, the more you learn your market and develop relationships through the hard graft at the start. Don't be deterred by having to work hard in your first 12-18 months - and frankly if you're put off by that, then recruitment and sales in general is probably not the right career for you!

Cons

The job itself - recruitment is a nasty mistress at times.

Advice to Management

Keep on moving, keep on changing.