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Orion International Jobs in Austin, TX

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Mike Starich
17 Ratings
  • Helpful (12)

    "Do as I say, not as I do"

    • Work/Life Balance
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Former Employee - Account Executive in Austin, TX
    Former Employee - Account Executive in Austin, TX
    Doesn't Recommend
    Disapproves of CEO


    Austin, TX is a great town Conceptually, the mission of the company is great, however the execution is poor There are a lot of Orion Alums that have gone on to great things post-Orion, but I think most would tell you that they didn't learn what to do to be successful at Orion, but that they did learn what NOT to do.


    Wow, where to start: A previous poster used the phrase "toxic culture", which is absolutely accurate. The company encourages an adversarial relationship between its' recruiters and account executives under the guise of competition. The result is an office where no one trusts someone on the other side of the aisle, even though they have to work together to make successful placements. Management uses the "veterans helping veterans" mantra, but nothing could be further from the truth. Senior Managers care only about the bottom line and don't care if they knowingly are pushing a transitioning military member into the wrong job, as long as they get their commission. The on-boarding process is a joke, where they show you an office and give you a phone and call list. That in large part is why their sales force has a revolving door. They do not care about their employees, but only the revenue that they can generate. Once you have a bad month, you're worried about your position. Management sets an extremely poor example by not doing what they instruct their subordinates to do. They do not set an example when it comes to cold-calling, and they also don't use the CRM as the determining factor for account ownership. As an AE, you are constantly trying to protect your accounts not only from your competition but from other people within Orion. No attempt is made at quality, and the basic rule of thumb is to throw as many candidates at a position as possible and hope that one sticks. This in large part drives why the conference format is the preferred placement method, as direct placement requires skills the company's recruiters do not have. Employee morale is consistently low due to poor management decisions. To save a few dollars, the company requires employees to share rooms while at conferences. Employees are constantly micromanaged, in everything that they do. Finally, integrity, the hallmark of what makes the US military great, is completely ignored. Every principle falls by the wayside in the pursuit of the almighty dollar.

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