Mission: Rylemites are defined by the 5 core principles they follow- Transformation, Vision, Loyalty, Passion and Success. We have confidence in the revitalizing power of Transformation. We have a Vision for what we can achieve. We have Loyalty to our clients, to our candidates and to ...
I worked at Rylem full-time (More than 3 years)
Here's the real deal from one of rylems most tenured employees. If you're currently there, in the (almost) words of silent: "you already know [who it] is!" Bc every time someone leaves, a review appears shortly after.
I don't think you can review rylem accurately until you've worked at another staffing company, bc people usually only leave a review when they had a very positive or negative, not neutral experience.
Rylems greatest asset is their culture and I hope that doesn't stop being a selling point of working there. They often hire people based on potential and attitude vs past experience. Maybe bc it's a small company and it might be hard to bring in people with past staffing experience, idk. My story was well known internally, but for those who aren't obsessed with me: I relocated for a 3 month contact in a group of 4 competing for 2 fte positions. They only tried that once. I worked 12 hour days because my learning curve was high and I didn't know anyone in Seattle. I'd go home and cry everyday because of the stress and loneliness, but luckily I earned the FTE offer.
On a personal level, I hated that no one outside my pod made an effort to get to know or include me, so I feel like I significantly contributed to changing that and building an inclusive culture that increased retention once I found my way. In hindsight, I realize that the people hired since all reflected that goal. If you work there now, talk to the new people. Invite them to join the homies, take them to coffee or even for a drink. Just let them know that they are wanted and not alone.
In comparison to other companies, rylem is so diverse. Many people think of the typical recruiter as a basic white girl or a voice calling from India that you never meet, focused on volume vs personal relationships. In no way do I mean that with disrespect, I'm aware of staffing stereotypes. Everyone at rylem is so diverse regarding interests, skills/knowledge, personality, and ethnic background, but they all care deeply and ensure the human element is present with their candidates--if you work with them as a contractor, you are YOU, not a number toward a metric and they care about their contractors deeply.
Rylemites are great at teaching and helping each other grow. No one came to me with the idea of become a creative recruiter or managing vms accounts; I wanted to do it and the founders let me because they knew I'd add value and stay there if I got to fulfill my career goals. Don't leave because you don't think your dream job exists at rylem, ask first and if it's possible, they'll help you do it.
Also, as a contractor, you're going to some of the best benefits that any staffing company, local or global, can provide. They're essentially the same as for internal employees, which is rare and further proves that you are you and not a dollar amount.
On the downside, the annual purge is scary. I gave it that name and I'm pretty sure it will stick because 1 month out of every year, 1/3 of the company quits. I can't pinpoint why, I don't even know how to use excel. I know some factors include lack of pay progression--the max salary is similar to competitors but I didn't get a raise for 2 years even though my responsibilities and contributions significantly increased. The base pay is the same as when I started, but company budget isn't up to me. Just please, stay competitive and don't inflate the commission amount in your personal experience stories when you don't increase your employee pay. Seattle is expensive and you will receive more value from employees when you pay for it.
I sought better benefits in a new role--the individual insurance rates for internal and contracting employees is amazing, but it reflects an investment in long term retention when the benefits are affordable for family and the 401K is partially matched, I don't need excel to see that.
Employees want financial transparency regarding their employeer, but certain leadership stress and pressure drives people away. I can be motivated by fear, but that being a large factor doesn't bring out the best in anyone.
I might be missing something but little good comes from sipping haterade, so I want to end with a few points. For one, figure out how to rein in your ego and instead find a way to build strong employees through mentorship. Everyone's favorite subject is themselves, but learn your sales employees motivators and learning process so that you get the best from them.
For another....I could never move past knowing that you became paid nearly double my base for the lack of contributions, and no one else can. Founders recognized your high intelligence, but like I said, it doesn't require knowing excel functions to recognize that doesn't make any sense. You are so smart and dedicated, but fat shaming drives people away and the vast compensation difference doesn't make sense to anyone except for who decided that salary was appropriate. Take it in stride, but someone had to say it and of course it had to be me.
Advice to Management
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I applied online. I interviewed at Rylem (Seattle, WA) in September 2016.
Phone interview basically to make sure you aren't a crazy person
On site with managers going over why recruiting/sales.
Group loop interview. 1 hour in a room with other candidates doing a boolean worksheet and having a group discussion. Then split into 20 minute loops with the team who would go around to each person with random questions they have.
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