HelloFresh reviews

- 2-year limited contract for new joiners - Only 24 vacation days per year - a LOT of people have already complained about this but they don't care - The communication between the Working Council and the rest of the company has been pretty chaotic: - It has been pretty hard pairing with them regarding hiring purposes - every time they demand new information, take a long time to answer, and implement more rules, preventing the TA team from having a seamless flow - They also haven't been the most helpful when it comes to employees themselves and especially leavers of the company - Senior Management and them cannot see eye to eye, so constantly they keep attacking each other through emails in a very accusative mode publicly for the whole company to see (since everyone is cc'd in the emails). I feel they are teenagers fighting each other and it isn't pleasant. - Toxic company culture: ever since layoffs started happening in the world in 2022, the company's culture shifted radically - they're never satisfied with your performance and they're normally only praising people who are working during weekends, doing overtime and are exhausting themselves to deliver to their expectations (because if you healthily work your standard time, you won't be able to meet your OKRs, especially in the Talent Acquisition team) Talent Acquisition team - this is the main reason for my low score - The leadership, since the TA team leads, to our VP, cannot be trusted. Team members were exposed to the Senior leadership by the TA leads, breaking their trust and they have become more and more insensitive too. The VP always says he's not that aware of what is happening on the frontline but this is only a facade. - Ever since the Director for Tech TA was hired, the team was never the same (and I say this in a VERY negative way). Not only he's full of prejudice against any type of minority (has even been reported because of it), but he's also very rude and doesn't care about anything except numbers. For him, sourcing is the most important thing in the world and he wants us to source an insane number of people, doesn't care about applicants or even internal mobility - and he always keeps demanding sourcing from us as if we were a robot - With the Director of Tech TA, one of the main things that shifted was the numbers-oriented culture. So they have started to compare more and more people publicly and rate them based on their performance (even though a lot of team members have already displayed they don't like the way this happens) - The metrics that all recruiters have to meet are impossible to meet unless you work extra time and burn yourself out. Which is actually what is happening with basically everyone on the team. Almost EVERYONE is about to burn out or has already, the whole leadership team knows but they don't care since a good portion of the team is meeting their targets. They also normally praise people like this - who are working extra hours, during weekends, doing non-stop interviews to have 5 or more hires per month - With the Director of Tech TA, one of the main things that shifted was the numbers-oriented culture. So they have started to compare more and more people publicly and rate them based on their performance (even though a lot of team members have already displayed they don't like the way this happens) - Talent Acquisition Partners are supposed to do 4 different roles and we only get paid for one: recruiter, sourcer, coordinator (sometimes), and global mobility. The last role was introduced recently, so it wasn't even in the contract that we signed for this job - recruiters need to continue working on assisting the new hire until they start and that can take from 3-6 months normally. Even though we have a Global Mobility department, they removed this responsibility from their plate to talk to the new hire and assist them with the excuse that the TAPs are the "customer-facing role". This extra responsibility takes a LOT of our time and we didn't even have any change in the salary because of that. - Nowadays, for you to have 1 hire, 7 different parties must approve the offer and normally they're never on the same page, which adds a LOT of time in the process (and time to hire and time to fill are one of the most important metrics of the team), the process is also very manual, and especially the CTO is ALWAYS inventing new rules that keep making impossible to hire someone. Their expectation is for us to hire only very top talent from companies such as Amazon, Google, Meta, and Twitter (and the team even gets proud when these people get rejected in the process due to their lack of tech skills), but they of course cannot afford the salary expectations because the salary bands are way below what they earn. - Almost every week there's a new process, a new step (especially when we talk about hiring someone), which is impossible for you to memorize everything (and the TA Leads have high expectations towards people not making mistakes because of this) and most of them are manual. - Because of this new culture of numbers numbers numbers, even the recruiters (who are incredible and very talented people) are not collaborating as much as they used to do, because they're concerned about their numbers - and the leadership is the only one to blame. - Regardless if you meet a lot of your targets if you don't meet them all (or what they judge as most important - which changes from lead to lead), you're considered a low performer - Salary (not only for the TA team) is barely meeting the market standards and given the fact the whole leadership only wants us to hire top people from top companies, it's pretty common that we have a rejected offer or don't extend an offer because of that