Bullhorn - Looks Better on Paper | Glassdoor.de
  1. Hilfreich (15)

    „Looks Better on Paper”

    SternSternSternSternStern
    • Work-Life-Balance
    • Kultur & Werte
    • Karriere­chancen
    • Vergütung und Zusatzleistungen
    • Führungs­ebene
    Ehem. Mitarbeiter - Technical Support Analyst in Saint Louis, MO
    Empfiehlt nicht
    Positive Prognose
    Keine Meinung zum Geschäftsführer

    Ich habe für mehr als ein Jahr bei Bullhorn gearbeitet (Vollzeit)

    Pros

    Coworkers: This is the entire reason I stayed at Bullhorn for two years. My teammates were some of the most hard-working, intelligent, and fun people I've ever met. Middle-Management: The immediate management at Bullhorn was made of the same stuff my teammates were. They were, again, fantastic. They truly cared about us as employees and did everything they could to make our experience positive. Progress... Views: Bullhorn tries hard to maintain a startup-esque environment. There is free food twice a week (1x breakfast and 1x lunch), weekly team events, plenty of time for team meetings and one-on-ones, balls to sit on, plenty of team-building events, drinking after hours, etc. Location: The immediate area around Bullhorn is rife with restaurants, parks, and nice scenario. It's not "in the city" but there is plenty to do if you want to take a walk on lunch or go somewhere to eat. Plus, there are tons of delivery options!

    Mehr anzeigen

    Kontras

    Quick preface to the below cons: Bullhorn strongly encourages it's employees to present a positive face on social media. Many glowing reviews you see here are likely written by employees that were told to leave "wink wink honest" reviews on Glassdoor and other platforms about Bullhorn. Many employees do so because they love their immediate coworkers and immediate managers and/or think that a positive review will... further their position in the company. Unlimited PTO: When I was told this company had unlimited PTO, I'd never think I'd be listing it years later as a downside, but it is. Because your bonuses are performance based, you are "allotted" two days of PTO per quarter. Generally speaking, because the workload was so high from day to day, I felt that every quarter I had to make a decision: my bonus or my PTO. I was a high-performing member of the team and frequently maxed out my bonus, but if I took more than 3-4 days of PTO in a row it was not possible to meet those metrics. Workload: The company is in an eternal cycle of being understaffed. Each wave of new employees has been recruited under a different criteria. One batch might be customer-service focused and unable to handle the technical aspects of the job... The next batch will be technically minded but unable to properly communicate with customers. As a result, the turnover is very high and it wasn't uncommon to see half of a new training class disappear within a month of hitting the floor. This creates an endless cycle of "too much work" for employees that do decide to stay. Upper Management: There were one or two members of upper management who truly cared about staff. However, for every good member of management there was an extremely poor one. Several members of upper management came off like "used car salesmen," constantly lying and misconstruing the gravity of situations. In one particularly stand-out instance, the decision was made to fire several developers as we were over-staffed on the development side. After firing people we all knew, a member of upper management came out on to the floor and assured us that we'd still be getting free lunch once a week. At a company where coworkers are often good friends, this really highlighted how un-empathetic and out of touch these people were with their staff members. Upwards Technical Movement: Much like many call centers, if you start out in the 'call center' technical support role and want to be a manager, you'll have an easy enough path to get there. However, Customer Support is like an island that you can't get off of. There are no boats on the island and you better bet the other departments aren't coming over to Support Island with a boat even if your life depends on it. You can move into an L2 role from Support, but it's still a support role and it's also a thankless and overworked job. If you're wanting to become a developer or move into any more technical role, please trust me when I say this is NOT the place to do it. Additionally, as others have mentioned, I also had the unpleasant experience of finding men ALWAYS seemed to get promotions before women did.

    Mehr anzeigen

    Rat an das Management

    Work out the kinks between your departments: staff shouldn't be stuck in a single role forever because someone in upper management "burned a bridge" long ago with another team. Every member of upper-management should be figuratively on the same team: Bullhorn. The rifts between departments are causing you to lose incredible talent and leaving your lower-level employees feeling burnt out and hopeless.... Additionally, don't hire upper management just because they have an impressive resume with a larger corporation. Multiple years of experience with a larger corporation doesn't mean that person was or ever will be a good manager. Let them interact with their staff and make sure they have an actual soul before you decide they should be part of the company.

    Mehr anzeigen
    Bullhorn2019-05-29

    Reaktion von Bullhorn

    May 31, 2019Chief People Officer

    We are committed to delivering an incredible customer experience and, as the foundation, to delivering an incredible employee experience. Based on your comments, it would appear that we missed the mark for you. There is a significant gap between your concerns and our data: - Our capacity plans are modeled around our Tier 1s taking 1 week off per quarter; our employees actually average taking more than 1-week per quarter - The majority of our employees hit their bonus, with many achieving additional compensation, on a quarterly basis - Over the last year and a half over half of our Tier 1s have been promoted with many going to other departments outside of Support such as Development, Information Technology, Professional Services, and Sales While we have had many female promotions, it remains an important area of focus for me. We recently launched a mentoring program to assist all employees in realizing their career goals. I would welcome the opportunity to connect with you and learn from your experience. If you are interested, please reach out at kcastelda@bullhorn.com

    Weniger anzeigen
  1. „Good place to work”

    SternSternSternSternStern
    Ehem. Mitarbeiter - Anonymer Mitarbeiter 

    Ich habe für mehr als ein Jahr bei Bullhorn gearbeitet (Vollzeit)

    Pros

    Flexibility, good benefits, good hikes,team outings

    Kontras

    Politics,favourism,no cab facility,overtime work hours

    Bullhorn2019-10-12
  2. „Good Company”

    SternSternSternSternStern
    • Work-Life-Balance
    • Kultur & Werte
    • Karriere­chancen
    • Vergütung und Zusatzleistungen
    • Führungs­ebene
    Ehem. Mitarbeiter - Software Engineer 
    Empfiehlt
    Positive Prognose
    Befürwortet Geschäftsführer

    Ich habe für mehr als ein Jahr bei Bullhorn gearbeitet (Vollzeit)

    Pros

    - Good parental leave policy: 3 or 4 months if primary caregiver. This enabled several of my coworkers to have really meaningful time with their newborns, even if they didn't give birth. - Bullhorn promotes from within: There are many people who started in support and are now in development, leading teams, or making product decisions. This might be my favorite thing about Bullhorn. It makes the teams stronger and... smarter and rewards employees, and has a big positive impact on the culture. - Representation in development of women & minorities is better than anywhere else I've worked. Still room to improve, especially in upper-level management. - Management: I had a great experience with my manager; they set the bar for what I expect from management, period. Our feedback loop was quick, informative, and insightful. - R&D upper level management is competent & responsive (and also got promoted from within). - They're flexible and adapting to the idea of remote work reasonably well. - Employee Resource Groups: Allies and Herd are doing great work.

    Mehr anzeigen

    Kontras

    - I get the feeling Bullhorn is a bit behind the industry in how it recognizes senior-level engineers. I've felt confused on both sides of the line, learning someone is senior who I would have assumed was mid level and learning someone was mid-level who appeared super senior. On the plus side, management is actively pushing folks toward the next role and being proactive in helping people improve & grow. I... offer the following two cons with the qualification that I think Bullhorn is making progress (and made significant progress while I was there) in empowering employees to fix them: - The technology isn't always the best. It can be a struggle sometimes to feel inspired while working through so much legacy code, or bits of product that were made with no regard to best practices. Sometimes it's great, though! - Development feedback loops are too long; little quality of life things like how long it takes to refresh a build, reload a dev server, deploy to a vm, run tests, etc really add up and lead to frustration. I think a number of people are aware of this but in general the standard is not high enough here, and the people who can fix these things often have too much on their plates already. An initiative was announced recently to start spending sprint time to address issues that might include issues like this, and I hope that is where they'll focus. The payoff in terms of productivity would be absolutely huge.

    Mehr anzeigen

    Rat an das Management

    There are considerable gains to be made in productivity by improving little things, tightening feedback loops, and writing cleaner code. I think it requires raising the bar of technical excellence and nudging development culture more in the direction of doing things the right way vs. getting it shipped. I experienced so many instances where I had a much harder problem to solve for a simple feature because someone... chose the "get it shipped" route for a short-term gain and a long-term loss. Sometimes it's the right call to get it shipped! It can't always be the right call. Find ways to support people who have intersecting underrepresented identities e.g. a person of color who is disabled and LGBT. They're doing a lot more work to just exist in the office than you probably realize and they need you to be literate about issues they may be facing and to have your support. Keep sticking to your values as you have been! It was a pleasure working at Bullhorn and I'd consider coming back.

    Mehr anzeigen
    Bullhorn2019-10-11

Mehr Bewertungen zu Bullhorn entdecken.