Premier Talent Partners Reviews

We appreciate the candid feedback and are sorry to hear that your perception of your co-workers was not a positive one for you. Without having more detail on the specifics of your experience or knowing which office you were working in, it is difficult to weigh in appropriately, however, we would like to respond that this is fortunately not the experience for most employees of Premier. For some additional perspective, In April 2018, we polled the entire company in our 15Five Employee Feedback tool on the question, “How would you rate the statement on a scale of 1-5, ‘I feel like I belong at Premier and can be my authentic self at work?’” (1 being “Do not agree at all” and 5 being “Strongly agree.”). Of the 46 employees that responded , the average rating was a 4.8.

Company leadership and managers care deeply about this particular topic and continue to prioritize efforts to create a strong sense of inclusion in all of our locations and within all teams. For example, in May 2018, we received feedback from a few managers that they wanted to improve the sense of inclusivity for all members of their team. In response to this, the People Operations team facilitated a brainstorming session and created an Inclusivity and Connection Activities Guide for our managers to use. This guide also included ideas that were generated via a poll in our last all-company Diversity and Inclusion taskforce meeting in March 2018. All Premier employees are empowered and encouraged to add activity ideas and connection questions to pose during meetings, to generate meaningful human connection with their teammates. The intent behind all of this is to create a space for team members to share about themselves and break biases that we might be unconsciously or consciously carrying.

As for diversity hiring efforts, one of the specific goals of our Diversity and Inclusion Program is to “work towards greater diversity in our internal employee population by increasing our underrepresented employee population. Specifically, we aim for 50%-60% of new hires to represent demographics that we are trying to adjust, to create a greater diversity of age, race, ethnicity and gender.“ So far, for 2018 YTD, we’ve hired 16 people, and of those, 9 represent the underrepresented demographics that we are trying to increase, (56%). For us, diversity also includes immigration status, socioeconomic status, multilingual ability, educational background, religion, parental status, sexual orientation, as well as a number of other acquired traits or unique life experiences that make us all special and help us connect at a deep level with our candidates and clients. Many of our employees also represent these factors that are not even tracked and can’t be seen by simply looking at the person.

 We are inspired by “Two-Dimensional” diversity (diversity of inherent traits and acquired experience) and aim to hire and retain individuals who continually add to our culture and enhance the perspectives, ideas, innovation and performance of our and our clients’ organizations. Prioritizing and maintaining a diverse, talented employee population that represents the diverse demographic makeup of the candidates and clients we serve helps us live out our #1 mission to change lives. Of course, like many organizations, we are not perfect when it comes to these topics, but we welcome feedback that helps us grow and we are committed to being intentional about our Diversity and Inclusion efforts.... MoreLess

Thank you for taking the time to leave us feedback. We're so glad to hear that you're happy at Premier and enjoying our tight-knit culture!

Thanks for leaving us your feedback. We're thrilled to hear that you've enjoyed your time with Premier, and all of the fun perks that come with being a part of the Premier family!

Thanks so much for taking the time to leave your feedback. We're so happy to hear that you're pumped to come into work each day, enjoy working with your team, and that you're passionate and inspired to achieve your goals!... MoreLess

Thank you for leaving us a review! We're so glad to hear you've had such a wonderful experience working with Molly, and are grateful for the opportunity to partner with you on your job search. ... MoreLess

One of the top priorities of Premier is to create an environment where our employees feel supported and safe to voice concerns and ideas for making Premier an even better place to work. Our Leadership and People Operations Team is actively working behind the scenes to take action where we can and we want our employees, alumni and candidates to know that we appreciate this kind of constructive and candid feedback, as this is what helps us grow and evolve.

Although it’s hard to address all of the points raised here without knowing more detail, we too recognize that some of our teams lack the level of diversity that we aspire towards. In response to this, we established a Diversity and Inclusion Program and Taskforce earlier this year to help achieve some of our goals around bringing a greater breadth of acquired and inherent diversity to all teams at Premier, in all of our locations. Part of this also includes creating an environment where everyone feels at ease and valued for their unique backgrounds and life experiences once they are brought on board.

In response to your feedback about transparency, we also understand the importance of maintaining open and two-way lines of communication between our leadership team and all of our employees. One way to accomplish this is by providing 15Five, a digital performance management and 1:1 platform for employees to share feedback, ideas and concerns with their managers and the leaders of the company. We encourage employees to leverage this tool to share continual feedback. The People Operations team is reviewing the data on a weekly basis and we use our company newsletter to share out and report back on action being taken.

Along these same lines, we have added a Q&A section to our All Hands Company Meeting and hold bi-annual Face-to-Face Feedback Meetings where employees are surveyed directly by our Executive Team. While I understand that these efforts can not improve perceptions for everyone across the board immediately, it is our hope that it demonstrates to our employees that we are, and have been, making sincere efforts to listen and take action. Thanks again for your feedback and more importantly for your valuable contributions to Premier.

Heidi Collins
VP of People Operations... MoreLess