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3 days ago

Mid-Level .Net Developer – new

Parallel Hr, Inc Draper, UT

The candidate will be responsible for the development, maintenance/support and troubleshooting multiple production applications.? Beginning with a… jobsradar.com


3 days ago

Database Developer – new

Parallel Hr, Inc New York, NY

Our client is the largest residential real estate firm in New York City, and is looking for a full time Database Developer with experience working on… jobsradar.com


7 days ago

Software Engineer Corp

Parallel Hr, Inc Midvale, UT

Our client, a pioneer in customer interaction and contact center software, is looking for a Software Engineer that is passionate about working in an… jobsradar.com


25 days ago

Br - Project Manager - Java/J2Ee-Pm

Parallel Hr, Inc Leland, MS

Basic Qualifications: Bachelors degree or foreign equivalent required from an accredited institution. Will also consider three years of progressive… jobsradar.com


Parallel HR Reviews

3.2
Rating Trends
Recommend to a friend
Approve of CEO
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Michael Dash
6 Ratings
  • Helpful (1)

    If you want to make money in recruiting, this is a good place to do it.

    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Current Employee - Anonymous Employee
    Current Employee - Anonymous Employee
    Recommends
    Positive Outlook
    Approves of CEO

    I have been working at Parallel HR full-time (More than 3 years)

    Pros

    I've worked in the recruiting industry for over 5 years and for Parallel HR for more than 2. I have never worked with a better sales staff and had more access to tools to make me successful than with Parallel. - A sales team that isn't afraid to walk away from "bad" or "un-fill-able" jobs. They don't pad the sheet with tons of jobs that they don't have direct contact with managers on....or large vendor management systems where you are competing against 20 other companies. - Training is excellent. All companies have the mentality of "get on the phone"....but few actually train recruiters on technique (more than just handing out a phone and a script) as well as they do. There is access to unlimited training resources online, mentors in the company, and "how to" documents in the archives....along with books on sales and recruiting that are available free of charge to all interested. - Tools. They provide access to dice, monster, careerbuilder, ladders...all the typical's, but also new tools that very few other recruiting companies are aware of. Tools that find resumes and email addresses for hidden profiles on Linkedin, Indeed, and many other "non" traditional boards and databases. - Team mentality. There is no team of recruiters or sales people cannibalizing each other. People there respect each other and don't steal candidates or clients based on archaic "ownership" policies. If you establish and continue the relationship, you make the money. - Flexibility. There isn't really a come and go as you please ability hear like in some smaller companies, but I've rarely run in to occasions when I couldn't leave the office for family or other reasons and have to be nervous about a lecture or warning. If you work your hours and then some, you can make sure work/life balance is achieved. - Work hard, play hard. Parallel has "happy hours" where the teams have done everything from baseball games, bowling, drinks and hanging out, poker nights, to community service to help the less fortunate. They also have tons of rewards and contests in the office to reward extra effort. - Ability to earn here is better than anywhere else I've ever worked. While commissions aren't the highest, neither is base pay, opportunity to close deals (both perm and contract) are plentiful. If you work hard, you will make money here!

    Cons

    As with any company in recruiting, there are challenges: - Turnover. Turnover is high at the junior end of recruiters and sales. This is common and has been the case with every company I've ever worked with in the industry. Most Sr people have been there over 4 years...which is a good sign of success breeding success. Most of the turnover was with junior people who either left the industry, or returned to the companies they initially left. - Process. Process can be heavy handed at times. As the company has grown, some of the processes are focused more on training junior recruiters, rather than allowing sr. recruiters to run their own business successfully. The changes in process seem to ebb and flow a bit with hiring....ups and downs. Probably should be expected in a global company with 3+ offices and remote workers as well. - Strong personalities. The company is full of strong personalities. This is good and bad. The owner, managers, and line recruiters and sales are very diverse in background. This contributes to an atmosphere of trying to blend different cultures and backgrounds....that is a huge positive in my book. This is also (regardless of title) a SALES role. I've never seen successful sales people who weren't afraid to disagree or voice strong opinions. This is true of the owner, managers, sales people, recruiters, and even the office manager. Arguments happen, people disagree, cooler heads prevail, then everyone moves on and makes money. - Roles here are very distinct and separated. Sales people deal with clients, Recruiters deal with candidates. There is very little thought of changing that or implementing a "full desk" type of recruiting. That can be difficult for more Sr. Recruiters who are accustomed to both sales and recruiting....but more beneficial for junior recruiters who don't want to interact with clients.

    Advice to Management

    Be careful of growth. Sometimes it creates more problems that it solves. Grow slowly and carefully. Be open-minded to more flexibility or determined roles within the company, and let your best people continue to be successful, rather than bogging them down in processes designed to help less senior recruiters and sales people.


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