SThree FAQ

Good team environment, career opportunities, more of a stepping stone.

Rigid structure, micro management & KPIs

Don't focus on the number of speculative CVs sent out as a key KPI, it only agitates potential clients.

- clear carreer plans for consultants - mostly transparent corporate environment - as a recruiter you are responsible for your own business

- in a backoffice position there's far less room to grow carreer wide - in some areas the rapid growh over the past years lead to growth pain regarding processes and infrastructure

Very flexible Kind management Great Christmas dos Friendly office environment

Bad commission structure Bad promotion criteria

I have worked here for just under a year, and I can honestly say I don’t have a bad comment! The managers are really helpful, even if they are not your direct line manager, the same can be said for the senior consultants. Everybody is there to help the best they can. The training they provide is very thorough also. In terms of the culture/ social office events, there really is something for everybody. A group in the office went axe throwing as an incentive, and day in manly, at the moment there is an incentive to go Byron and kayaking with dolphins - definitely not just a drinking culture (as stated in some of the comments below). It is also very diverse in the office, people from all different places, and mix gender. SThree promotes this with there internal hiring, and events such as ‘woman in STEM’. I really have nothing bad to say! Great place to work for all level recruiters.

Nothing to say for cons

Nothing

Good company with flexible hours on offer. Good training academy for new starters. Good location in London. Trying to come into the 21st century slowly but surely. Promotion is possible if you meet their criteria which is the same across all of their brands (Computer Futures, progressive, Huxley, Real) Some good people work here.

While their promotion criteria is a one size fits all across brands, their strategy does not. Each brand has their own style and markets too, therefore promotion criteria should be aligned to brands too in my opinion. There are some questionable middle managers in the business that should just go or be made redundant, they're holding the company back with their old ways of working which does not align with the attempt to make it a modern company. There is favouritism - there have been occasions where employees that do not hit incentive criteria have been awarded because management would like them on the trip (eye candy......) Some managers are so far removed from what the consultants are doing that the training the consultants get and the expectation from managers just do not gel. They categorically do not give payrise without hitting a revenue target. To the point where some people leave the business, work elsewhere for a while and return to get a 10k -20k payrise. Employees that stay and have committed to the company are stuck on lower salary than those who quit and came back. There are some males (mostly male management) that are stuck in the last century and have a terrible attitude towards women. One director quite literally asked for a male to be assigned to a client because he would prefer "an adult on the account" The new CEO has not met with all employees per office - they play a recording on the office screens with his introduction, it has been on repeat for a month.

You have good people working in this company. The general morale right now is low and there is an uncertainty in the recruitment industry as a whole. Nothing is stopping people leaving for more forward thinking companies with better privileges and salaries - yet you are doing nothing to retain your good people.