Radancy Reviews

1. The entry level workers are overworked and underpaid. Management constantly bullies and belittles their employees to complete tasks with unrealistic timelines and will always find a way to pin the blame solely on the entry level workers. Entry level employees often put in over 60 hours a week, and even then that's not enough. As a result, turnover is constantly high. I counted 15 out of 23 team members on my team quit and be replaced within the six months I worked there. It's impossible to have any semblance of continuity when you are replacing nearly 75% of your team every six months. 2. The general theme at TMP is "Refuse Responsibility, pass on accountability". It takes a ridiculous amount of time to get anything accomplished at TMP because nobody (except for the entry level workers who are in constant fear of being fired) will do the work assigned to them and they'll toss it aside until they can find someone else to do it for them or are being yelled at by a client because of slow turnaround time. As a result, deadlines are missed, the clients aren't happy, and management pins it on the entry level workers who are already working 60+ hour weeks. It wasn't unusual for entry level workers to get fired just before the end of their 3 month trial period due to "missing deadlines", when in reality the deadlines would never have been missed if the upper level management did their jobs as expected. Instead, these entry level employees were used as scapegoats and the cycle continues on, forever in search of its next victim. The bottom line is management will not hesitate to throw you or anyone else under the bus in order to save themselves. 3. During the six months I was working for TMP, almost every perk that they advertised during the interview was taken away from us and was then dangled in front of our faces as a form of incentive. - Working from home was a perk that people used regularly. TMP's Chicago office is a cesspool of sickness and once somebody gets sick, everyone else is sick within a week, so this perk was utilized for everyone else's benefit, not just the sick employee's benefit. But once the employees started missing deadlines, the blame was put on entry level workers slacking off while working from home (In my opinion, the blame should have instead been placed on the insanely large workload each employee faced due to constant turn over). To add insult to injury, after this perk being taken away for the entire summer, we were then told that if all 23 people on the team did not make a single mistake for 30 days we could get that perk back. Nothing spreads morale like telling an entire team you can have your basic perk back if an insurmountable goal is met. - I was also advertised Summer Fridays where employees get every other Friday off during the summer. By the time summer came around it had dwindled down to having only 3 hours free on Fridays (which is better than nothing), but with the condition that when you leave the office you have to be somewhere where you can stay on your computer because according to our manager, if you missed a request, even when off the clock, you were going to be held liable. Summer hours can be paraphrased as "enjoy your time off, but not really, because we still expect you to work, even though we told you we didn't have to." 4. The employees were always included in the discussion of major changes, but it felt like we were there only as a form of protocol. Anytime anybody would dissent we were met with prepared answers that didn't even acknowledge our complaints in the first place. I felt like they never really wanted our opinions, but rather wanted to be able to say they "took our opinions into consideration" even though the decision had clearly been already made. 5. Our team even met with the CEO, Michelle Abby, one day, and she talked to us all about the reoccurring problems here in Chicago and how we might be able to fix them. We all gave her our honest opinions, yet nothing happened as a result. No changes were made and we were facing the same issues on my last day that we faced on my first day. It's clear that the CEO sets a precedent of ignoring large problems, hoping they will fix themselves. Unfortunately, the managers are quick to take advantage of the CEO's lack of overall concern to fix reoccurring problems, and everyone and everything at TMP suffers as a result. 6. TMP honestly operates as if nobody is actually in charge and it leads to some major flaws within the organization. A few examples: - First off, nobody trained me how to do my position. I was the only person in the office who had my role, so they didn't have anybody on site to actually train me, nor did they have an official training program for me. They didn't even have a plan to train me and basically said "good luck" and left me to figure it out on my own. Anytime I had a question about something I was told to "try emailing someone" which then resulted in me being given the run around and could never get answers to the questions I had. My entire training process was to cross my fingers and pray that what I was about to do could be undone if it wasn't right. As a web developer, that is a very, very stressful situation to be in because one wrong click could bring down every single page we had created for that client. - The team managers don't have a budget, so all off site events the employees are responsible for paying for everything they consume and then the company acts offended when nobody shows up. Occasionally a team manager will foot the bill, but that only happens whey they're desperate to increase moral. This causes a dissonance between management and the entry level employees, which nobody ever wants. - My entire interview was one red flag after another. Nobody knew what my position actually did and what its future entailed, only that the position existed and was open. I honestly would have walked out mid interview, but I was desperate for a job. All of those red flags were rampant within the first week, and by the end of the first month I was already looking for a new job. - The different departments are pitted against each other as if it's a form of competition. My very first day on the job I was told to not have any contact with any other departments because they will not hesitate to give someone directions knowing that it won't make the client happy, purely in an effort to make themselves look better when the client calls in to complain. Whether that's true or not, it's what I was told by two people on my first day, including a manager, and I later found that nearly everyone on my team felt the same way. For the remainder of my time at TMP, any ensuing conversations I had with a different department felt immediately hostile. How can anyone achieve a common goal if they're pitted against each other and not working together?

The TMP Chicago office is a revolving door for talent with major problems that start from the leadership-down to create a toxic work culture. In my first months there, it was odd to find so many employees in many departments openly joke about who will be “here today and gone tomorrow” and this is not because it’s so advanced, but because it’s so inefficient. I read on an employment site before starting that they regularly announce to their current employees to write good reviews and I also witnessed this being true when I got there. They have to make current employees write good reviews to counter all the negative experiences they’ve created. To someone switching over with tenured Consumer side experience, it’s important to know that you will not be set up for success at TMP. The "career pathing" idea they sell is total baloney and the old playbook of Recruitment Marketing and those who were working on it since the 90s shut out growth because they’ve either never been at a modern agency to see the gaps or they fight being “too much” on an agency model or they just don’t care because they are VPs in constant sales mode of TalentBrew. What a shock to find that they appear like an agency but lack all the necessary processes and offer little support to employees working at all hours to make up the difference. There literally were people who went to the hospital from work-related stress issues and when they returned nothing changed for them so they left. Even on their largest accounts it was a constant struggle to try and keep clients. The VP roles are overselling constantly and there aren’t enough people to cover the work. It’s not uncommon for Accounts to cycle through 5+ people in 6 months. Work is undervalued and there is a tragic lack of diversity in leadership which only perpetuates the culture problems. It’s required to play into the fraternity that is encouraged by the office leader as they would openly make fun of employees in staff meetings regularly and didn’t take action when complaints were filed. If you are trying to come from a decent company you should avoid this place because there is no 401k match, no actual support, lots of drama and because of these it is the bottom of the barrel.