Hiredly

Where do I begin? The company might look pretty on the outside, but messy and problematic on the inside. Management doesn't care about the team's individual career growth at all, as long as you bring in revenue. That is all they want. When I say they don't care, I mean no increments/promotions, even if you've worked tirelessly just to prove to them that your team is as important as the rest too. They are blindsided. Secondly, they don't know how to value talent, especially those who work hard and have stayed with the company during the bad times. It's no surprise to me the turnover rate is unusually high this year. Thirdly, when you hire someone who doesn't know much about what the team is doing and have no idea how to provide the support we need, why do we even need such a leader? Long story short, It's tragic that this company had such good potential but it's all gone to waste when they kept on changing our KPIs and the company's direction every few weeks. How do you expect employees to stay focused and motivated when you yourselves do not know what you're trying to achieve. When we question the management's decisions, they say we're not embracing growth and innovating. But when we follow through with all their ridiculous changes within the company and it doesn't work out (as anticipated, duh), we are the first ones to get blamed. If you still don't realise the problem by now, all there is left to say is, good luck.

We do not have the resources to execute the plans we have, even though these plans are great plans.

1) Company strategies occasionally change and at times it might be hard to keep up. But if you can easily adapt to changes, this shouldn't be a problem. 2) Fast paced and I struggled to keep up at first, but after some time I adapted to their culture.

- Limited portfolio in term of clients/ candidates database (especially for manufacturing) - Sales target will difficult to achieve if you in charge of Snr role (but no candidates profile to send out due to limited database)

Re-evaluate who you appoint to manage the teams. The lack of management skills and experience leads to micromanaging and throwing own team members under the bus.

High Turnover Rate Short Manpower

Leaders doesn’t lead, high turnover rate, organise events mainly just for employer branding, not for employees to enjoy (what you see online is not what you get), be careful of what you share with HR team, there is no confidentiality.

- I don't see any benefits or improvement from doing an appraiser every quarter. Understand the purpose of doing it at the beginning but it was quite time-consuming and not helpful tbh

They need to work on their management. They did not handle it well when they were attempting to downsize the company. No stability, always changing. Doing anything and everything that they think is the "right direction" without considering the current, minimal resources they have in the company.

Initially the work is good but bad higher management which has no clue and simply changing the sop and overall kpi which is not stated in contract, expect you working 60% more then kpi and commission is not guaranteed even you have hit their trash hold, so just be aware of kpi change drastically