Hiredly Reviews

- limited career growth; just focus on recruitment - limited client pipeline

Be prepared for change, cause it happens quite often. As how a startup should operate.

A bit of changing goalposts, used to be startup culture, but now moving more to corporate culture, not so great, expectations have changed

The organisation’s direction can feel inconsistent, with frequent adjustments to commission structure and priorities. • Employee turnover is high, and resignations are common. • Leadership communication could be more transparent—company updates are limited and tend to focus on positive highlights rather than a full picture. • Recognition and opportunities may not always feel evenly distributed, with some signs of favouritism. • The culture has shifted over time and now feels more competitive internally than collaborative. • The company refers to itself as a startup, although it has been operating for over a decade.

Management Alignment: There appears to be a lack of alignment between senior leaders, as the company’s strategic direction and vision often shift based on differing viewpoints. Leadership Support: Support from team leaders was limited, and there was minimal consideration for employee perspectives or feedback during decision-making processes. Leadership & Guidance: Constructive feedback and guidance from management were lacking and it reflected a culture where input from non-leadership staff was undervalued, and where hierarchical dynamics influenced workplace interactions. Work Environment: The office environment could benefit from better maintenance and cleanliness, as poor conditions may contribute to employee discomfort or health issues. Processes & Guidelines: There is an absence of clear operational guidelines, leading to ambiguity in how tasks should be approached. At times, employees were encouraged to take unconventional approaches that raised ethical concerns. Micromanagement: Leaders frequently scrutinized employees’ performance and questioned their commitment, even when measurable results were being achieved. This created a perception of excessive oversight. Leadership Bias: Certain employees appeared to receive preferential treatment, often aligned with leadership’s personal working preferences or attitudes toward compliance. Responsiveness to Employee Feedback: Employee concerns raised to HR did not always appear to be addressed in a timely or transparent manner, contributing to a perception of inaction. Compensation & Commission Structure: Compensation practices and commission structures lacked consistency. There were instances where previously communicated commission terms were revised during the employment period, which created uncertainty regarding performance expectations and financial planning.

- While not a 100% con, we all need to be highly adaptable since there will always be new strategies to apply or better ways to approach certain scenarios.

I have been working here for quite some time, and unfortunately, my experience has been heavily affected by bias, favoritism, and lack of respect. Managers often claim to “support” their team, but in reality, when issues arise, they do not truly have your back. Standing up for yourself is usually seen as wrong, and it often backfires, especially if you are not from the same race. There is a culture where some managers openly bad-mouth other consultants to their “golden child” in their mother tongue, assuming others will not understand. I happen to understand their language, yet I kept quiet the whole time. If you are labeled as “problematic,” managers make sure others avoid you, which creates isolation. Juniors who have just joined often listen to whatever they are told without clarifying and tend to be easily influenced by the manager’s toxic behavior and victim-playing. Some managers are not from Malaysia and claim they are trying to adapt to local culture, but their actions show otherwise. Professional ethics are often lacking. While “self-awareness” is frequently mentioned, it does not seem to be practiced at the manager or management level. Office politics and unethical practices only make the situation worse. Career growth is very limited unless you are seen as a “golden child” of the leader or Managing Director. Commission is only paid if targets are hit monthly; otherwise, you lose your commission due to “roll over.” Promotions and increments are difficult to obtain and often feel unfair and biased. Leaders may say they want you to grow and promise increments, but these are usually just words. When performance reviews come around and you are struggling, they act as though they were never aware of your challenges. If you are junior, there are many other recruitment agencies that offer better learning, support, and genuine career growth. I would strongly advise doing thorough research before joining.

1. Stunted growth. Higher ups play favouritism which limits opportunity to grow and might be given unreliable/non-responsive clients and then blamed for the lack of work from said clients. 2. Rollover in commission system which means no guarantee in commissions even when sales are constant monthly. 3. Clients that are partnered up with oftentimes rude, racist and retract offers, however blame is still imparted onto the "lack of skills" in some consultants (favouritism again). 4. Racist managers from overseas who refuses to learn and speak Bahasa Malaysia and assumes people are bad mouthing when speaking in Bahasa Malaysia. 5. Managers who are not able to keep information private and shares it out immediately without seeking consent from their subordinate. Said managers also openly talk bad about their subordinates in mandarin to others. 6. Managers and subordinate engaging in intimate relationships which resulted in unfair promotions and bonuses.

Not much training provided; you have to figure things out by yourself. And most team members are young graduates or have about one year of experience Managers focus only on numbers and don’t give advice or help with problems Must work fully onsite; working from home only allowed with a “good reason” Company’s future is unclear and finances have been tough since 2023, getting worse in 2024 Favoritism exists; if you’re not a favorite, you might be ignored No clear plan or strategy; things change a lot, and if you don’t adapt, you might be let go

Sucks if you are not chinese. Company will not respect yoou. Prepared to take the blame for my incompetance. But hey someones got to take the fall right.