Pros
There are strong individual contributors across the organization who genuinely care about their clients and candidates. The business itself has market opportunity, especially in industrial staffing, and there is potential to build something meaningful with the right strategy and execution.
Cons
Leadership lacks alignment between stated goals and actual execution. There is a clear disconnect between the vision communicated during hiring and the day-to-day expectations in role.
In some instances, employees are placed in situations where they are asked to engage in practices that raise ethical and, at times, legal concerns. This creates an uncomfortable and high-risk working environment, particularly for those who prioritize compliance and professional integrity.
Despite discussions around evolving the business toward higher-margin, relationship-driven growth, the operating model continues to default back to transactional “fill and bill” activity. Efforts to introduce more strategic structure, improve efficiency, and modernize workflows are often dismissed or labeled as unnecessary.
There is also inconsistency in how policies and code of conduct are applied, which creates a perception of unfair and selective enforcement. This impacts trust, morale, and overall team performance.
Additionally, there is an over-reliance on outdated sales approaches that do not reflect how modern workforce solutions are built or sustained in today’s market.