Pros
Talentheads is a passionate and value driven business. The energy is high and the business is innovative and dynamic. For a small business, the benefits are generous, including a pension, and a cash wellbeing allowance every month to employees, included in their salary, for them to use to invest in their own wellbeing as they see fit. A great welcome is given to new employees and personal and professional milestones are celebrated. Opportunities for progression are there in spades in this entrepreneurial business. A great place to work.
Cons
This business is the right place for those that are happy to work in a small business that is growing and developing at pace.
Pros
I continue to have a genuine positive experience within this business. The opportunities are there for everyone, and those who want it. For those who want to thrive within a small business and understand what it takes to build something for the future, along with being on the journey - this is a great place to do this. The core team are passionate to continue to build on the success of the business and impact it makes to clients and internal team with genuine support. There are regular opportunities to learn new skills, take on new projects, and grow, alongside the business and to be rewarded financially for contributing to the growth of the business too! We get to be part of some great team events like award celebrations, charity events, great networking events and have autonomy.
Cons
Like any small business, there can be change, and it can come quickly - and as being small, you feel those changes. A small business isn't for everyone, you need to know this is the right environment for you. You need to feel the excitement, passion and celebrate the highs and lows together, as a tight focussed team.
Pros
Client Site Visits - Genuine Chance to experience other firms in a semi in house style HR transition experience - easy to spin experience to successfully pivot out of recruitment into HR “Free fruit and minimum pension”
Cons
Toxic - Endorsed from the top down. Gossiping, defamation of character, revolving door (over 16 different staff members have come and gone in two years). Mismanagement- Unclear direction with a non existent presence from the Founder. Further to that, the “chief of operations” promotes this culture through gas lighting and defamation along with unreasonable expectations. Threatening behaviour - Believes they own LinkedIn connections (against LinkedIns terms of use policy and therefore void). Legal letters threatening relatively inexperienced former colleagues. False values - Promotes values to clients with no genuine exercise of these within the business. Cult of personality- Founder is infallible with no room for criticism, their word is effectively law, despite minimal experience in most sectors of recruitment. Emotional - Decisions made based upon emotions, with the founder and SLT actively making derogatory comments about former clients who choose another service for their own reasoning. Misguided - Focused on building personal brand over results, all to push for a sale so the founder can move on after. Incompetence - Genuine inability by SLT with minimal experience in recruitment by decision makes, little understanding of market intricacies. Financial Instability - Due to cyclical nature of client contracts, with failure to renew multiple clients following initial tenures the business relies upon a few constant contracts. The loss of a single contract can put significant pressure on the business
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