Depends on the client - hybrid working is aligned to the client's hybrid working policy, not AMS.
Very difficult to get a promotion, it is mostly influenced by the client, not by your merit and the contributions you've made at AMS and for the client, which can feel like a one-sided approach. And favouritism may be part of it - if your face fits in the client's culture and brand. The bonus is non-existent (I only received a bonus once over the 4 years of my tenure). AMS recently changed the bonus structure and performance process, which no one in my team seems to understand as it is complex with more hoops to jump through (more reasons not to give out bonuses, in my opinion).
Job security is almost non-existent, client has 30 days' notice to terminate their contract with AMS, leaving recruiters and sourcing teams in the dark for a while. There is an AMS internal recruitment team that solely focuses on internal mobility due to termination or redundancy. If there is no opportunity on other accounts you are at high risk of redundancy. Most contracts are for 5 years and with a review to bid again for a renewal. Generally, clients are looking to cut costs. There is a preference not to recruit a full team of UK recruiters/sourcers, but instead to recruit overseas - in Poland and Manila.
The maternity leave policy is appalling, considering the majority of UK recruiters and specialists are female. First 8 weeks full pay, then the next 8 weeks 50%, the remaining weeks are statutory pay then nothing at the last few weeks. (enhanced).
