iPlace Reviews

Thank you for your feedback. Let me clarify your points from our perspective. 1. Let’s say your candidate started work in September. iPlace needs the candidate to complete 30 calendar days before the placement can be billed to the client. This means that iPlace will invoice this placement to the client at the end of October 2015. Payout of incentives will only happen once the client pays the October invoices to iPlace. iPlace also follows a one month deferred pay-out for all incentives. Therefore, if iPlace receives the payment from the client in the month of November, this incentive will be paid out to you with December’s salary which you will receive on January 1, 2016. 2. Clients leave because they are not getting return on their investment. If a client were unhappy with their interaction with a new leader, they would escalate the issue to senior management. All managers start off green. They learn their skills just like any other new position. They are bound to make a few mistakes – we’re all human. If you can detail a time when a client has fired us due to a new leader’s interaction, please share. We have more issues with ensuring placements. Our clients want great people hired for great jobs with their end clients and they can excuse a few hiccups with a new manager. Clients leave due to underperformance of the team. If you were on a team that a client fired, you may want to look internally at whether you produced a minimum 2xCTC yourself. 2xCTC only keeps a client satisfied with the investment. Delivering 4xCTC grows a team – the client will only add more members to the team if it makes financial sense to do so. 3. Not sure what you mean by this, but our management has all been promoted from within, and are supported by senior management and the iLead Leadership Development Program. Managers and above need to commit to working longer shifts on many occasions to accommodate client work, along with long range planning, training and development, and more. On more than one occasion, the company has been delighted to watch many of the new leaders in our company grow as business professionals. 4. We absolutely do. Both the client and iPlace pay for performance. We pass on these incentives directly to you whenever you make placements. If you don’t make placements, you don’t earn incentives. Results matter - to iPlace and the client, which is why we pay the highest incentives in India. 5. We NEVER promote due to longevity. Our LaunchPad program in Operations makes it very visible who is performing and those who are able to develop their team members, deliver placements, exemplifies iPlace’s core values of integrity, respect, professionalism, knowledge, creativity and partnership in a performance-based culture, are promoted. During our initial LaunchPad launch, we were excited to see natural leaders that were previously not noticed by senior management. It has to do with your abilities, talents, desire to transform and potential. If you weren’t selected, perhaps you should look at what you could do differently to make this happen for yourself. 6. We are a fast growing company that listens to their employees. When we find different solutions to address internal issues, we’re going to try them. We make no excuses for that as experimentation is the best way to improve. 6 (#2). Nope. Nada. Absolutely incorrect. Management has nothing to do with changes in policy. Senior management, in cooperation with HR and Shared Services make changes to policy, something you had an issue with in Point 6. If employees share solutions which create change to policy, the policy is changed for all staff, not just that one person. 7. Actually one of the V.P.s has been with the company only three years. Our COO is 28 years old. Many of our staff are very young, many their first job out of college. We promote those who show natural leadership ability, performance, team development, attitude and behaviors. Without these abilities, you cannot achieve placements and grow your team. Growing your team gets you promoted. V.P.s spend long hours refining LaunchPad, dealing with clients, dealing with employees, addressing training, performing forecasting and long range planning. They are responsible for getting us to 10,000 employees by 2025, and I am very pleased to say we are on target to achieving that goal.

Thank you for your feedback. Let me address your issues: “1-Over Micro-Management” Only people who require assistance are “managed” at all, for example, people who are brand new, face performance issues or have attendance challenges. New people need a lot of support, some more than others. If you felt micro-managed, perhaps you should evaluate why you were feeling “managed”. Most likely you fell into one of these categories. “2-Focused on Quantity and not Quality” Absolutely not true. We expect both. As we are ramping up our LaunchPad program, everything is measured, from number of candidate submittals, interviews, offers, and placements to attendance and other critical performance metrics. Increasing your number of quality submittals gets you more interviews, more offers, and more placements. We certainly don’t want any sourcer or recruiter sending badly selected candidates that waste our clients’ time. That would not be productive. “3-Policies change overnight” When we’re excited to make a positive change, like removing our negative CAL consequences for unscheduled leaves, we’ll let you know as soon as we can and get the changes implemented as quickly as possible. When we have to announce a negative change, the management team tries to identify other options before having to enact policies that won’t be popular with everyone. Those negative changes are usually in response to client demands. Most changes are announced during our monthly board report. “4-No bases for increment and promotions” With the LaunchPad program, everything is very transparent. There are clear rules for promotions that do not allow for any subjective decision-making. We are researching ways to make salary increments ruled through the LaunchPad Program, which we hope to implement in 2016. LaunchPad really is a phenomenal program that has really let some hidden people shine through their performance, making certain shyer, less confident people really grow and become leaders. “5-Clients do not want to work with the company anymore.“ This is not true. We have a larger client base than ever in 2015 and anticipate continued growth in 2016. One organization we are working with just ordered another 24 more recruiters in November. Our performance scores are higher than ever in the history of the company. “6-People are leaving this company faster than they can hire.“ Again, this is not true. Our attrition is way down since the implementation of our LaunchPad Program. We’ve lost a few high profile employees over the past six months, however, many people have cited LaunchPad as an exciting way to work, that they feel empowered to grow and that the program is more than fair. We have been doing a lot of hiring recently because we needed more people to keep up with client demand for experienced resources. We invest heavily in their training and we have more employees today than in the history of the company. “7-Hired freshers with fake promises” Cannot address this issue without more details. We tell the truth in our recruiting process. We even have a preview document shared with each candidate that asks them to clearly think about how the realities of working a night shift, dealing with American clients, etc. Our HR department goes over this document with each person coming in to interview. “8-Team leads become VPs and Heads overnight... and those who deserve are ignored big time.” This is absolutely true, and I think that’s pretty awesome. When we implemented LaunchPad, it required a very different structure than what had been in place. Prior to LaunchPad, the organization was extremely flat, and all the decisions were made by the then VP of Operations. To provide more oversight and structure, while enabling decision-making down through the teams, some Team Leads became Vice Presidents, others Heads, and Managers. Instead of one VP, there are three running different clusters in operations. Since these positions did not exist prior to LaunchPad, people earned these positions during the first two months of LaunchPad, selecting the best performers through the data that was collected. Some of those team members were pretty invisible before we started, and we were delighted to find undiscovered treasure in our ranks. They absolutely deserved their new positions. They earned them the hard way. “9-Not bothered about employees...“ We are a small business, but we put all our profits back into the business and the employees. Our offices are in one of the most prestigious buildings in Pune. Our offices are clean and well managed. Our support services are provided to everyone. All these operating and building expenses as we face rapid expansion come from the profits generated by our employees. We appreciate and provide as best we can a world-class working experience for all employees. Good luck in your future.