Avantages
The mission of the organization is meaningful, and hiring managers genuinely value quality candidates and strong placements. The work can be rewarding when the focus is on making thoughtful hires that truly support vulnerable individuals. Team members care deeply about doing the right thing and producing strong, long-term results.
Inconvénients
Under new management, recruiting has shifted to a numbers-driven model where metrics far outweigh quality, outcomes, and human impact. Recruiters are now responsible for interviewing and decision-making while simultaneously being held to significantly higher, rigid goals that do not account for location based candidate flow or program differences. Time is spent submitting phone screens and documenting nonviable candidates purely to satisfy metrics instead of actively sourcing strong applicants. Being discouraged from cherry-picking candidates, despite hiring for roles supporting vulnerable populations is concerning and demoralizing. This approach reduces efficiency, negatively impacts candidate experience, and has contributed to burnout and low morale. The system feels misaligned with the mission and set up for failure.