Aquent Jobs in Bethesda, MD

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12 days ago

Business Development Manager

Aquent Washington, DC

Vitamin T is hiring a salesperson to join our locally-focused Washington DC team. In this role, youll get to: • Cultivate your own book of… Aquent

12 days ago

Office Manager

Aquent Washington, DC

About this role Are you mind-bogglingly stellar at everything you do? Can you multitask, field questions from internal and external clients, and… Aquent

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Aquent Co-Founder and CEO John H. Chuang
John H. Chuang
63 Ratings
  • Helpful (2)

    It all depends on who you get

    • Work/Life Balance
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    • Senior Management
    Current Employee - Programmer Writer in Redmond, WA
    Current Employee - Programmer Writer in Redmond, WA
    Positive Outlook
    No opinion of CEO

    I have been working at Aquent full-time (More than 5 years)


    Some Recruiters/Account Managers I've had at Aquent were especially good at making sure all parties are satisfied and well taken care of. In the past there was plenty of transparency about the circumstances of the contract I was on, which in turn made me feel a little more loyal to Aquent because they "kept it real." The insurance has always been good for me, but I also don't have kids so can't speak to that experience. Insurance is prohibitively expensive to add family members to (such as my husband), but I imagine that's common at a lot of employers.


    One Account Manager that was assigned to me more recently was very detached, and made me feel like I meant nothing more to the company than a line on a spreadsheet. The warmer, more empathetic AMs tend to get promoted out of that role, or leave to pursue other opportunities. Sometimes Aquent negotiates contracts with the hiring company very aggressively, to the point where they have little or no profit margin. (This is especially true if the hiring company is very desirable to have as a client.) I'm sure that's common among staffing companies, but I guess I had hoped that this one was different. Though merit and performance were considerations in the past when rates are being discussed and contracts renewed, that does not seem to be the case any longer. I've been told that rates can't be renegotiated because of this or that policy, even in situations where my workload increased dramatically but the compensation stayed the same. "We can't pay you more because your rate already eats into our profit margin." I suppose that's the reality of business in an employer's market, but it's very demoralizing to have it thrown in your face so blatantly.

    Advice to Management

    If you want talent to be loyal and feel appreciated at all, Make sure all of your account managers and recruiters show empathy and compassion. Solicit feedback from the folks they look after. You may not be aware of what Making contract workers feel expendable is not a good strategy for retention.

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