GLG reviews

-No one tenured to learn from, most tenured employees leave and they are hiring in a manner that will not attract tenured people to join. Also not very career development focused- there isn't a path involving longevity for employees past a year or two if you're on the sales side (or AM) and I received my first training this year in October after asking for it all year -Poor customer experience- they wildly re-organize employees and accounts saying its "best for the customer" at least once a year, when its really about retaining an employee who will ultimately leave in a year because they're already so fed up with how they've been valued -Low valuation of employees: sales pay structure is unclear and unmotivating, and targets are evaluated quarterly but are not communicated until Q2 is already in fully swing. Targets are also based on last year's performance, when the account likely was not managed by you, it could have been managed by someone much more senior. You could be doing the role above the role you're being paid to do for a full year or more, and you will be told to "prove yourself" or "show growth" regardless of your efforts and responsibilities -High turnover of employees as a result of the above, leading to frustrated clients and lack of support on servicing clients -Lack of empathy from managers and no true values around mental health. Sensitivity training desperately needed

- There are multiple GLGs inside of GLG, it all depends on the business unit you work for. A few people could be very happy, but the majority are suffering and struggling, which explains the high turnover that the company has, even for a small office like Dublin. - No work-life balance: If you are from Client Solutions (those in direct contact with the client), you have to be prepared to work long hours, as the clients are also doing it, so you are expected to follow them through. Starting early in the morning and just leaving by 7 or 8 PM (and GLG doesn’t pay overtime). - Inequality: Targets are the same for all the alignments on the CDA team (recruiters), no matter what industry you work for. So, if you are a CDA, pray for you to be on an alignment that will allow you to hit the target, because if you fall on a harder industry, no matter how much effort you put on it, they will see you as underperforming and just as a mediocre employee. - No perspective: For CDAs (recruiters), no career development whatsoever, don’t even think about it. They make it seem like there is, but there isn’t. And if it happens, they will just give you a couple of more bucks and a “senior” name to put just before your title, with no additional responsibilities, nothing else for you to learn, hence no development for you as a professional. - If there’s another opportunity in other teams, they rather hire external than give it to someone who’s already in the house. Has seen this happening multiple times, and trust me, it was not because the internal wasn't suitable to fill in the position. Internal mobility is not encouraged. - Micromanagement is very high. Managers micromanage so hard that instead of helping you they are actually stopping you from doing your work properly. If they trusted their employees and gave them more autonomy and independence, performance would be better. - Role is very difficult to sell in the market. You are not a salesperson, or business development, or talent acquisition, or recruiter. You are a mix of it all, but only developing soft skills of each of them, and not the hard/core skills that would take you somewhere else. So some people may feel stuck. - HR is totally understaffed and has no time to work on employee development or satisfaction, which makes the company extremely reactive. They just react to the pain points after they are already unbearable, instead of investing time to listen to people and preventing issues from happening in the first place, or at least tackle it in the beginning. Same goes for the Talent Acquisition team, those are warriors. - Payment is below the average of the market for Dublin. Same role in different companies is paying up to 10k more sometimes. - Company is HQ in New York, so the best opportunities and offices are there. In Europe, the focus is London, and it feels like Dublin is a renegade office sometimes, with little to no opportunities of development.