I worked at Euro London Appointments full-time (Less than a year)
Friendly co-workers, good location. If consultant chooses the right department, every chance of success and commission. Excellent office space/environment etc
Unfortunately Senior management lack vision and critical thinking specifically within the Banking and Financial Markets Division (permanent side), using merely quantitative measurements of performance to judge consultants work. As privately-run, family-owned business, there is distinct lack of structure and organisation. E.g Organisation does not advertise an OTE and will not disclose previous employees success/failures on the specific desk you take on. The lack of lateral thinking also resulted in consultant A with too many Clients/Roles to work on, and consultant B with too few Clients/Roles. Moreover, Clients are not shared fairly across the department, those who have worked there 6+ years have the majority of business to themselves. Newcomers are unrealistically expected to extract business with rejected/dropped clients of old and find new clients on one's own, within a very niche multilingual market. Also found Euro London was operating outside the market price for agency fees, thus frustratingly resulting in business being dropped on multiple occasions. Finally, In the Banking and Finance department, employee turnover is as low as 4.8 months per employee, calculated through the 111 employees registered in that division, over the 23 years since Euro London's inception.
Advice to Management
Consider restructuring how Clients are shared between consultants, embrace the possibilities of team work and above all listen to the consultant's opinions and value their input based on their experience. Uphold the family values, such as honesty and transparency you claim to stand for by granting consultants with the respect they deserve.
Niche market place, Value-add propositions, Good client base, Great team spirit, Good locations (London, Windsor, Manchester, Europe), Specialist teams, Reasonable commisison scheme
Poor senior management, Lack of understanding regarding work put in by individuals, Too much focus on investment in external training rather than focus on specifics that individuals need in order to progress careers
Advice to Management
Pay more attention to individuals and reward high performers accordingly.
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