Everforth Apex Systems reviews

It is truly hard to give an employer a low rating without sounding like you were simply a bad employee. Here is my best attempt. I was at the company for 10 months. During the interview process, I made it very clear it was my first B2B role. I was told that I would be given a range of clients ranging from tier 1-3 which would give me a idea of how the process works. Tier 1 clients we actively work with and have active placements with, tier 3 clients are clients who have never heard of us. I was told I would be provided with at minimum 3 of these "Tier 1" accounts and a array of 2 and 3. After accepting the role I received 1 month of recruiter training and 2 months of account manager training. The training for the large part was entirely useless, it did not cover many of the processes that you needed during the day-to-day. Your co-workers have no incentive to teach you, as they have incredibly busy schedules and metrics to keep. Depending on the location there is no Manager on site to help with these tasks. Once I was out of training, I was never handed a single "Tier 1" account as explained when I interviewed for the position. The list of clients I was told to call had no active clients, and the latest client that we had worked with off the list was from 2013 (currently it is 2017). When I brought this up with upper management, they let me know that when they recruit for the account manager position, the recruiting staff have different definitions of "Tier 1" that varies from region to region. You simply cannot trust anything you hear during the interview process. The overwhelming majority of successful account managers that I got to know in the company simply inherited accounts when the majority of the office quit. I only know of 1 account manager that had the ability to stick around long enough to generate new relationships on their own without being supplemented with other accounts out of 60+ account managers across the US. For instance we have a monthly "Young Guns" call where we all listen to the stories and success of other account managers that were able to rapidly climb in spread (the amount of profit we generate that we are paid commission on). Every single one of these calls had the speaker lead with "well, every other account manager in the office quit, and I had to take over all of their accounts". The most frustrating part, is that being handed or not handed accounts is not included in KPI's or bonus potential. For example we had a mass exodus of account managers in a larger city. The new account manager fresh out of training that took over those accounts was able to hit insane numbers that would be impossible without being inherited the spread of a successful AM. These other Account Managers were eligible for 5k-10k bonuses that were simply out of my markets scope. Once you are in the role, you will have to provide your own tools to be successful. We had a tool that would find managers names and telephone numbers, but we only had 2 logins for the entire district of 60+ account managers. Older account managers had their Linkedin Premium accounts paid for, while new account managers have to spend 80$ a month. Constantly removing tools for new account managers to do their jobs makes it just that more difficult. This is my first position where I ever been unsuccessful. I strongly urge potential candidates to pursue other options. There is a myriad of other problems and I merely scratched the surface.

- Bad onboarding: my start date was pushed back significantly, no consideration that I was moving cross country for this role. All I got was an "Aww. Maybe you could drive uber?" - HR: Not enough HR for the size of the team. Incompetent HR/Relationship Managers. Good at heart but that's not what we really care about. - Management style: Arbitrary performance reviews. Seen people get laid off based on these reviews. They tend to overhire and then lay off people continually to scare people into doing a "good job". No real recognition or reward for doing good work. Performance reviews done by HR that were clueless about GIS. No choice there since technically the client cannot do reviews. - Skills: Low skill work, you won't really get much technical experience. You will get some softer skills like communication, team work etc. -Work environment: Kind of like high school/college. They treat you like kids and occasionally make you feel worthless. - People: Due to the lack of vetting hires and the need to expand the team, there had been quite a few hires of people that were just there to have a good time and make money rather than go somewhere in life. Some negative elements in the office made certain work/projects quite terrible. - Extensions/full time conversion: They usually wait till the last month of the contract to extend you for 3 months. Really unprofessional in my opinion, not sure if that's Apex's fault or the client's. With regards to full time, while they say they aren't really looking for full time conversions, there were a few, not entirely sure what they factored in to make the decision. Often depends on luck, who you interact with, what project you were assigned to. Seen more qualified, harder working, smarter individuals who weren't taken on. - Resume booster: Common misconception for most people taking this job offer. While putting the client's name does add some weight, adding via Apex is required thus creating a unique title. They also require you to write a set of vague lines on your resume which really are not indicative of anything - achievements, experience, skills etc. The unique brand name now has a bad name in the GIS industry: a lot of the people that got let go for not being competent go on to interview in the industry and have ruined the reputation of this role. - Contract length: By the time you are trained and comfortable with the work and start working on cool projects you are already on the latter half of your contract. Once you are nearing the end of the contract you are not put on good projects and tasks despite being very knowledgeable and experienced.