Bullhorn Reviews

Cons

- The fast pace and shifting priorities can be tough for some to adjust to

Cons

The general feeling in Tier 1 Support is that management either doesn't care or is incompetent. While the promotion rate is fantastic, they completely fail to hire enough people in advance to replace the people they know they're going to lose, which puts the entire T1 staff at a massive disadvantage. They have unrealistic expectations, especially when taking over companies that have massive problems they don't bother to account for.

There are extremely few women in leadership positions and they seem far more concerned about keeping leadership the boys' club rather than actually trying to include diversity in their management team.

They underpay their employees. I know multiple employees who a) took huge pay cuts to come work for the company, and b) are literally receiving government assistance because the pay does not allow them to meet the needs of their family. But the company has no problem acquiring all these other problem businesses that they then dump on Support.

The sick/unscheduled PTO policy is incredibly restrictive. You get 3 call outs in a rolling 12-month period. Considering the open floor plan (everyone exchanging germs) and that most people have kids, people are frequently ill and have to still be at work, or they risk losing their bonus and the ability to be promoted.

The company tries to sell "unlimited PTO" as this huge perk, except good luck actually getting approved for it, and even then, you take a hit to your metrics for not being at work and risk losing your bonus.

There is no communication and no accountability for support leadership. Directors & VPs basically say whatever they want to try to calm people down and make them less angry, but they don't ever stick to what they say. Case in point: the recent addition of a Senior Analyst position, where everyone selected was told their jobs wouldn't change and they wouldn't be expected to do more than they were already doing, but they already support more than one product and would handle some of the trickier troubleshooting. Within a few weeks, they're now being trained on additional things and being given responsibilities Tier 2 was handling.

...but wait, there’s more!

On numerous occasions, at least one person in leadership has been observed (and heard) to be trashtalking Tier 1 analysts, usually female analysts, on the support floor in full hearing of their peers. There have also been instances of someone in leadership objecting to what an analyst was wearing and literally having her sent home because it was “inappropriate”, despite the fact that her clothing did not violate the (very relaxed and vague) dress code and was similar to clothing that other women wear at the office. There have been other instances of sexist behavior and microaggressions reported, but nothing is ever done about them, and expressing concerns about sexism at work is often met with retaliation.

Unless you are a white male, this is not a safe space for you. Being promoted as a woman relies heavily on your performance of femininity. Don’t want to wear lots of makeup and dress super feminine? Good luck on being promoted. You are being judged on your looks. Men can wear whatever they want and it’s fine, but if you come to work in a hoodie regularly as a woman, well...you’re just not promotable.

Leadership will constantly put impossible demands on you and increase your workload beyond reason, and then blame you when you don’t meet their goals. Multiple analysts with mental health concerns like anxiety or depression have had to double and triple their medication just to attempt to keep up with the strain. Overtime is encouraged weekly, including on the weekends, because they refuse to ensure they have enough staff to handle the volume of work. There is no work/life balance, because work takes over your life and you have to work overtime just to meet your goals, while simultaneously being told you’re not doing enough.

Leadership has proven repeatedly they cannot be trusted. Other offices and other roles that aren’t Tier 1 Support seem pretty great. But Tier 1 Support is a dumpster fire that leadership just keeps pouring gasoline on, like they hope that maybe it’ll douse the flames.

Cons

About Bullhorn as a Whole:
-Poor communication between departments is an ongoing issue and causes a lot of undue stress
-The company is growing very, very quickly and they're not adequately preparing for it. They've made some incredibly short-sighted decisions that they did not prepare their workforce for and it had caused a lot of stress and pain for both employees and customers.
-Sexism is an issue in every department. Again, most of the people at Bullhorn are great, but there are bad apples and the responses to them from HR have not been as Zero Tolerance as I would expect.
-As mentioned in previous reviews, the sick policy is strict and the company has not historically worked well with people who suffer from anxiety, depression, etc. This honestly largely falls to how understanding your direct supervisor is and what they will allow.

About Tier 1:
-The workload is very heavy and pretty much the only way to address all of it will be to work insane amounts of overtime. When you get tired of working so much, management and your operations team will be even more insistent with their requests.
-If you're coming to Tier 1, I hope you like public shaming, because most of the management team you'll be involved with sure do! If you're really lucky, you'll be able to hear all of them talk about how Tier 1 as a whole just doesn't try hard enough, aww schucks!
-There is limited sympathy among the leadership team for their employees "Being Human." People make mistakes, need time and hands-on assistance learning the ins and outs of complicated products, or even 3 minutes after one phone call before hopping onto another? Not as far as your management is concerned! In fact, despite encouraging you to work tickets between phone calls, they'll continually limit the time you have for that and insist you don't need it.
-Most of management does not understand the position that they are leading and continue to set unrealistic expectations. Almost entirely, they either haven't supported the product or the call volume. Even if they were previously a Tier 1, when they tell you about their experience in the role it's obvious that it's changed immensely.
-There is a growing animosity and distrust between the leadership team and their front line employees and instead of bridging the gap and taking ownership of what's happened, they make decisions that clearly express to us that the blame is on Tier 1.
-When employees do come forward about issues they're seeing, there are two real outcomes. In one scenario, there are promises of change and genuinely positive interactions. Then there's either no change, or a change that shows they truly don't understand the position of the people they manage, which makes things even worse. Option number 2 is that you'll be written off completely and ostracizes. You're a trouble maker who stirs the pot and maybe you just aren't cut out for the position you've been working and succeeding in for more than a year already? This has repeatedly happened to employees who care about Bullhorn's culture and core values and have tried to bring their concerns to management/HR.

Cons

Pay is below market and it doesn't seem that management is trying to address this. This year alone, there has been a lot of churn in all departments because folks are realizing that other tech companies are willing to pay more for less work.

You better be a self starter - finding information or documentation can lead you down a rabbit hole. Processes are not documented really well and "beg for forgiveness than ask for permission" is embedded in the culture.

In addition, with recent acquisitions, communication has been difficult. Folks aren't properly trained to understand these new products and their is uncertainty around how best to position each. Even senior leadership is unsure how to handle this. Really frustrating to get the run around on questions that you may have because your manager's manager doesn't know whats going on. Something as small as documentation would be huge.

Finally, there is an old guard mentality here where folks who have been at BH a long time will essentially be given priority. Its just the way it is.

Cons

The company's growing fast so there's lots to do!

Cons

HR won't do anything to help you get unplanned time for a medical necessity without using one of your call offs if operations declines your request for PTO

Depending on the product you support, you're taking calls for something that is in a constant broken state. With certain products being forever broken, when you get cross trained you have to manage ticket queues of well over 40 as well as take calls for 8 hours a day because of hold times leaving you with no option but working overtime to get things done. If you don't keep up with everything, your supervisor will message you constantly asking for updates on tickets despite being on calls.

There is no communication between leadership and Tier 1. Most things are kept secret, and it makes the floor feel like nothing is being done - especially when things get progressively worse.

If leaders cannot relate to your situation, they will talk down on you and make you feel like less of a person because you don't meet their description of "normal"

Cons

The pay needs to be better in order to retain talent and try not to change the compensation plan as much each year.

Cons

Total cluster! I completely agree with the May 11, 2018 review and the August 28-31 reviews of Tier 1.

Cons

Bullhorn doesn’t tolerate bad behavior and people who play politics. Those people get asked to change their behavior or leave. I feel that’s a pro, but if you’re that type of person, being confronted with reality can make people uncomfortable.

Cons

Parking & the environment is fast-paced (Con if you don't thrive in this environment)