Pros
The biggest "pro" are the people. Every recruiter at SEEK Professionals is top-notch. They know their stuff, they're passionate, and they're very good at their job. There's a healthy mix of collaboration and competition, and I never felt like I couldn't come to a coworker for help.
The commission structure isn't the most generous, and it's a little lower than the industry standards (as I understand them), but it is fair and consistent.
SEEK pays for just about every resource you could possibly need, most importantly LinkedIn Recruiter. That tool makes it about 900x easier to find the right candidates, and the company pays $1000 per person per month for it, so it's a considerable sacrifice on their part to help their employees succeed.
Paid time off is decent, though there's a probationary period of 6 months before you get any. It comes in lump sums, so once you've been with SEEK for 6 mos, you get 5 days off. At your one year anniversary, you get 10. It scales up the longer you stay with the company, but for the first five years, you get ten days of PTO each year. Paid time off is sick, vacation, and personal days combined, so keep that in mind. The nice thing is that SEEK has a number of employee holidays each year that everyone gets paid for without it counting against you.
Cons
SEEK Professionals is an extension of SEEK Careers/Staffing, a temporary assignment staffing firm that does the vast majority of their business in low- or unskilled light industrial positions. The Professionals wing, unfortunately, is required to use the same candidate tracking software package (which is clearly optimized for temp assignments and not direct hire, and is also clunky, glitchy, and horribly out of date). It's also expected that the Professionals wing use many of the same tactics and approaches as the Careers side, most of which simply do not carry over to the world of direct hire executive search recruiting.
There are times when senior leadership gets too involved in day-to-day activities, and it sometimes hinders our ability to get the job done quickly. For example, a supervisor who has been in team lead roles for decades being required to go to a three hour "Leadership 101" class once a week for months. That's a lot of time he couldn't be closing deals and meeting with customers.
Benefits aren't outstanding. No 401K until you've been with the company for a year, and even then the match percentage isn't great / lags behind most other companies. That sends a message to employees that the company expects that many will leave in their first 12 months, which is not a great foot to start out on. The only health insurance plan offered is high deductible, but the deductible and the biweekly cost are both sky high, so you pay through the nose for minimal benefits (the insurance flatly refused to pay a dime for one of my medications, costing me hundreds out-of-pocket per monthly refill). There is an HSA as well, but the biweekly employer contributions aren't a whole lot. You can't even get on the health insurance until you've been with SEEK for three months, which again sends the message that they expect a certain amount of dropoff before then, and they don't really trust you to stay in the meantime.
They have every legal right to do this, but it's worth noting that employees get emails almost every week from the president of the company that push conservative politics and politicians under the guise that their policies affect the economic landscape we work in. It's a stretch, and it's transparent. This is a very minor complaint, but I thought it might be worth noting.