Bradley-Morris Jobs & Careers in Detroit, MI

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Bradley-Morris Reviews

23 Reviews
3.5
23 Reviews
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Recommend to a friend
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Sandra Morris
18 Ratings
  1.  

    Eye opening, valuable exposure to the civilian workforce.

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Current Employee - Candidate Recruiter  in  Chesapeake, VA
    Current Employee - Candidate Recruiter in Chesapeake, VA

    I have been working at Bradley-Morris full-time for more than a year

    Pros

    -Great working hours, time off, vacation, and a "let's go play sports" mentality make this organization something special in an industry where lots of companies are making a shift to a more corporate environment.
    -The commission structure is a live by the sword, die by the sword policy, but for those who have a solid understanding of their jobs and put in the effort and sheer repetitive practice, a sustainable living is always within reach. There are many folks working here that will retire well before the national average, although I'm not sure anyone will ever be "rich" per se without a dual income.
    -Leadership has adopted a style of treating subordinates like the concerned, empathetic military commanders you always wished you served under. They are all very intelligent people who listen to good ideas, and while no company can respond to every employee request, no reasonable input will go unheard. The managers genuinely seem to care about everyone's personal and financial well being, more so than you might find in your average corporate sales environment.
    -The locations of our offices are ideal to tap into military talent, making our conferences and office visits productive and easy to coordinate. Having direct access to the world's largest Navy base makes their Norfolk office particularly well positioned for success. It's like they say, "location, location, location..."

    Cons

    -This company has tripled its size in the last 3 years and has not created a managerial architecture that can effectively focus the efforts of its employees across the incredibly broad spectrum of performance capabilities present in each of its branches. If this organization had a more hands on tiered leadership structure it would be able to train its people more quickly and effectively, monitor and support their performance, and ultimately hold its employees accountable to the standards that it relies upon to generate revenue. This is a STRONG point of emphasis from the CEO level on down, things are changing, but the growing pains in this regard have been significant.

    -Too many people are on commission here. Locking someone into a repeatable commission structure is a great way to guarantee the status quo...the high risk of trying new ideas often times dilutes the reward for leadership to divert from a well established formula.

    -There is very little marketing or external presence from this company, although this is a well known issue within the organization. The focus is almost entirely on candidate production, with client generation falling to clever Account Reps to source and qualify potential customers. We are the largest military hiring firm in the country, but we do very little to make ourselves unique or different in our industry despite having several large successful competitors to contend with.

    -The Candidate Recruiters and the Account Reps don't always speak the same language and this causes conflict at times. In order to sell a veteran, you almost have to be one, but many Account Reps are not and try to learn through osmosis.

    Advice to ManagementAdvice

    You have an absolute glut of talented people that have all pushed the "I Believe" button, train them and use them more effectively. If your teams are not performing at the level that you need to support the growth you desire, then prune them or invest in the tools for them to succeed. There are people working for you with tons of enthusiasm for helping transitioning military, both veterans and civilians alike, but they are laboring under a stale business model that has not adapted to massive changes in the recruiting industry that are undermining placement services like Bradley-Morris.

    Increase the product line offerings your sales force can use to break clients. If each sales rep that works for this organization could lead the conversation with the full product lineup instead of having to pass business to someone else when their product offerings cease to overlap with client needs, we would have more companies talking to BMI and CJ on the phone on any given day.

    Recommends
    Neutral Outlook
    Disapproves of CEO