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PageGroup Jobs in City of London, England

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8 days ago

Trainee Recruitment Consultant - Graduate Development Programme

PageGroup City of Westminster, England +7 locations

The PageGroup Graduate Development Programme is a key part of a strategy to recruit talent that will make a significant contribution to business… PageGroup

28 days ago

Business Development Executive

PageGroup London, England +4 locations

This company believes in rewarding hard work, they have an uncapped bonus scheme which recognises both individual and team success. However the… PageGroup

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PageGroup CEO Steve Ingham
Steve Ingham
99 Ratings
  • Has potential - but needs clear vision and direction

    • Work/Life Balance
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Former Employee - Project Manager in City of London, England (UK)
    Former Employee - Project Manager in City of London, England (UK)
    Doesn't Recommend
    No opinion of CEO


    Michael Page is a great platform to learn and leap frog you into industry. For front office fee earners, the potential is great and equally you reap the rewards. The training for front office staff is regular and the rewards for these staff are good. For back office staff, on the global transformation programme, this is a great platform to learn alot and gain alot of responsiblity. They do look to instill best practice in the Business Technology arm.


    The front office may be slick, however th back office support function is not treated as equally - from promotion to remuneration and bonuses. Should this be the norm for all sales organisations given the heavy reliance on support? Working on the global transformation programme, whilst the push for best practice is there, the senior leadership team lack strategy and vision of what they want to achieve and how to achieve this - good change management is required to allow both global stakeholders to be a part of the change and understand the value and benefits of it as well as internally providing clear direction as to how to achieve key milestone to what is a very ambitious programme. Even with the recent change in senior management structure, there are still many challenges and frustrated employees and MPI within the back office. The organisation is hierachly flat and thus the grade jump from manager to Director is vast and only availble if a position opens up. The bonus pot is not fairly distributed and the appraisal process is weak - if implemented at all - as there is no clear link to this and development. In terms of proffesional development, unfortunately, there is no driver to invest in their people - which is sad as all good organisations know, you're only as good as your people are...

    Advice to Management

    Invest in the people Provide clear direction as to what you want to achieve, and more importantly how this will be achieved and the individual contribuitions required - careful change management is required in the current environment - a dictorial appproach will not suffice and will only seek to harm your workforce. Clearly define roles Invest in social relationships within the firm across the back office functions to gain a deeper understanding between technology and the other streams.

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