Pros
unclear. Here's my take: I do think there is hope on the contract side. I say this because contract/ freelance employees get paid on a regular cadence and with that, clients must pay agencies that fee. Undoubtedly, Robert Half/ TCG is not a tech company, it never will be.
Cons
1) Workplace politics- The title "Division Director" is incredibly misleading as it is 99% not based on merits. So what is it based on? They use it to leverage one to stay. Who is they? Anyone with a "Manager" in their title. 2) Direct Hire is not lucrative anymore. It once was, it is not anymore. Please review the compensation package with your "Manager" before signing up. Please pay attention to not just your base, but focus on how your commissions are being paid out. Also factor in my earlier statement about clients paying for contractors. Case is not always the same for a one time direct hire payment. 3) Who chases the payments? What happens when clients don't pay? What happens when clients that do pay, are still late to payments? How does that affect your commissions? 4) So let's move away from money. Let's talk about your team members. You're stuck with them 10+hrs a day. You're unplugged from the phone, please keep in mind that the key to success is also who your team members are. Please spend time interviewing them as well. Do they seem logical? Rational? Do they overpromise and underdeliver? Do they seem like they should be doing something else with their lives and yet they seem to be stuck at this place? Are they delusional? Do they sound a little too positive? Question how their personal lives, outside of work, actually affects their workstyle. Everything is related. Would you feel comfortable working with someone who hasn't quite gotten their life together? What does that mean about your success at the company? Can you even imagine them being your superior? Your mentor? Can they be? 5) 10+hrs a day is actually norm, maybe a little under the norm there. Again, it all depends on how well you want to perform. 6) The only true career path they seem to have is "division director" or senior w/e you end up doing. What and how does that translate to inhouse roles? How is that relevant? And yes, sure, there is the one off "trainer" you can be or wait, you can be possibly a branch manager, but why would you want to manage a bunch of folks that already resent their decision in the first two months working here? 7) The limited tools you use there is not helpful to what is currently being used at an inhouse capacity. In addition, there are plenty of competing agencies out there that use far more advanced tools.
