Titus Talent Strategies Reviews

Pros

Transparency and Integrity are not just talked about but walked out daily.

Cons

It is a growing company so in growing pains are inevitable, but the people who work there know how to work together.

Pros

I have been working with Titus for nearly 3 years and have enjoyed so many aspects of my day-to-day. With focused themes of People, Partners, and Profits, I am able to see the value and meaning of the work I do... it always feels connected. Most importantly, in an age where it can feel like companies are out for themselves, it feels good to work for a company of generous people where our profits are shared with the global community to make an impact. More than half our company recently attended our yearly Progress Event where we were able to build homes for families in need in Ensenada Mexico. It was a time of bonding with one another while making a difference. I have seen some other reviews that speak to work/life balance and am taking the opportunity to share that work/life flex IS provided at Titus. Each person makes a decision on how to flex their week around partner calls, internal meetings, and other responsibilities. Some individuals run at a high rate, but hours are typical of any salaried role I have ever been in flexing between 45-50 hour work weeks. We also have a flexible time off policy and are encouraged to take time away for "rest". For a company that is driven by high performance and expectations on results, the workload feels appropriate to what we are trying to achieve together.

Cons

While no company is perfect, I can say it has been refreshing to see Leadership focused on receiving feedback so that we can continue to get better. We do quarterly employee experience surveys and results/actions are shared after feedback is reviewed.

Pros

All employees are remote and have the ability for flexible schedules. The leadership team is encouraging and always ready to jump in to provide insight, support and encouragement to make sure you are successful. The Catalyst fund sets Titus apart in the ability to set aside dollars specifically to pay it forward and get involved in charitable organizations

Cons

There are been a lot of growing pains in the last couple years. A lot of trial and error on processes and tools to accommodate the employee growth. In the long run, this will balance out and we will be able to establish ourselves as THE company to provide hiring and employee management consultation based on EOS philosophy. The on ly other Con I can see is there is a group of the original employees that seem to be a little on the clique side. The newer employees seem to not be noticed by executive leadership and this can be a little discouraging at times.

Pros

You will go far if you know what to say to the right people here. Play the game and you get promoted quickly. Work life balance is nice, front loading hours is what I did often and I was not questioned about it.

Cons

The lack of transparency with your co workers pay is a huge red flag. We are federally protected to talk about pay and working conditions. When at least once a month we would get told "we don't talk about pay" in our big group huddle we had on Fridays. Talking about pay with your co workers holds your employer accountable. When your employer is telling you not to talk about wages, that's a large red flag. I fell for the cult Kool-Aid when I was hired and the longer I worked here, the more yellow flags I saw. The first red flag was not talking about wages.

Pros

Choose to trust model where no one micromanages. Quarterly performance meetings with clear career pathing. Donating to nonprofits/causes that employees care about (although the administration of this fund is done poorly, see below). Bonus potential (good for a general job, maybe less so for recruiters accustomed working on commission). 100% remote workforce. Some really good people managers. Fun annual team and company events.

Cons

The CEO's responses to Glassdoor reviews are incredibly inconsiderate. It's evident that he is unable to set aside his ego and take employee concerns seriously. Rather than addressing negative feedback constructively, the CEO uses positive reviews to gaslight individuals who leave negative feedback. Moreover, it appears that early positive reviews were mandatory for employees to post, which undermines their authenticity. The CEO's habit of dismissing any negative review as the work of a disgruntled ex-employee is both condescending and undermines the value of valid feedback. In February 2023, the company made the decision to lay off a group of employees and demote others from salaried to hourly positions. Although it was communicated at the regional level as layoffs, the CEO insisted that these were not layoffs but rather a response to market conditions aimed at removing "low performers." The affected employees were offered severance packages in exchange for signing restrictive non-disclosure agreements (NDAs), which explains the scarcity of negative reviews. Unfortunately, a significant number of these layoffs, as well as previous terminations, predominantly affected employees of color, women, and individuals with disabilities. More recently, the company has resorted to using potential layoffs as a means to threaten and motivate employees to work harder and participate in sales activities. This puts undue pressure on the operations team, who are coerced into engaging in sales due to job insecurity. Notably, the sales team enjoys better base pay than the operations team, and ops team sales efforts are not even factored into utilization metrics. This creates an unfair situation where sales-related work is essentially free labor if no commission is earned. The company's utilization policy is misleading, offering "unlimited vacation" with a caveat that sacrifices work-life balance. Employees are still held accountable for utilization hours during company trips and team events. This discourages employees from attending in-person events, as they either have to use their vacation time or make up for the hours lost. The policy also creates disparities between teams, where some employees consistently exceed their utilization goals while others struggle to meet the minimum requirements. This particularly affects hourly employees who only get paid for the hours they bill and work, despite their job being designated as "full time." Additionally, the "Overachiever" Bonus or profit sharing is contingent on the company/team meeting its financial goals, which means employees can work overtime all year without receiving any extra compensation unless the company performs well. The initial tax deduction of around 40% upon receiving the bonus also serves as a demotivating factor, despite some of the taxes being refunded in the subsequent tax season. Moreover, commissions on fills are not earned, and the profit-sharing bonus is only paid in February, adding to the financial frustrations. No salary transparency- leadership says compensation is related to performance but the highest performer on at least 1 team was making one of the lowest base salaries of employees at that level on that team. This wasn’t me, but people talk about salaries even if you discourage them from doing so, which is also illegal to do. The Titus Fund facilitated by NCF (National Christian Foundation) is not widely known among employees. While the company claims that employees can donate to any nonprofit, there seem to be limitations on giving and questions arise about whether contributions to organizations like Planned Parenthood or other nonprofits that don't align with NCF's values are genuinely accepted. The association with NCF and its values makes LGBTQ+ and other employees uncomfortable. Paying for a contract with Mike Foster, who is not a registered counselor or therapist but continues to give generalized therapeutic advice and brings up heavy topics with no trigger warnings on mandatory company meetings.

Pros

My CEO is better than your CEO! It's true! Over the past couple years of being here, I can attest to the comments on here about how great our CEO and Executive Leadership Team are.

Cons

I love the remote aspect but I do wish I saw my teammates more.

Pros

The position and all of their positions are remote.

Cons

You have billable and non-billable hours. You are assigned positions to recruit for at 10-12 hours each, these hours are considered billable. You also have non-billable hours which includes mandatory meetings which adds up to about 4-5 hours. You DO NOT GET PAID FOR NON-BILLABLE HOURS. So you are typically working 40+ hours but only get paid for the "billable hours." Flexible time off comes into play only if you bill more than 38 hours per week. If you have 3 positions to recruit for at 12 hours each, plus your 5 hours of non-billable mandatory meetings that will give you a 41 work week however because you did not bill at least 38 hours, you do not earn flexible time off for that week. You also get volunteer for side projects like look into a new strategy for recruiting to present to the team, mentoring (you can bill 40 hours for the entire 3 months of mentoring and all the back end work to prepare to be a good mentor go unbillable) and trainings, which are mostly unbillable. I was easily working 50+ hours a week and only getting "paid and accrued flexible time off" for the 40 billable hours. When I brought this to the attention of the directors because I had an issue with this, their response was that I was only working 40 hours because that is what was billable. They see working hours as billable hours. I saw working hours as time I spent in front of my computer working on something that benefited the company. The culture is toxic. If you have issues with anything or anybody and submit it to HR, they will either ignore the issue OR make you deal with it on your own. It has a "high school vibe" with cliques and gossip. If you are not with the "in" crowd then you don't advance in the company.

Pros

Overall great culture. Mostly every one is outgoing, kind, and willing to help you with anything you need. Big focus on employees taking time off and recharging. There is also a yearly company trip to somewhere in the US with a different focus each year. The trip is always memorable and a fantastic treat from management to the entire company.

Cons

Base salaries are slightly below industry average and there are no commission on placements. Bonus structure is based on how many billed hours you worked, not the quality of the work. If you want a larger bonus, you just have to sacrifice more of your work life balance. This may be a proper a con depending on the what your ideal work/life balance is. Also, this is assuming the work is available for you, which can depend on the time of year.

Pros

•100% remote flexibility •ability to take time off without being questioned about it •your coworkers truly become your best friends •awesome CEO and leadership that truly cares about you as a person

Cons

Pay is not transparent. It would be great if we had salary and compensation ranges for each position so we knew if we are truly being compensated fairly. It’s a bit discouraging to get a bonus only once a year (in February) and for the bonus to not entirely be controlled by you but by how many hours billed per project per week. You don’t really get a say in hours or projects you can work on. The world is getting more expensive and our paychecks should reflect that. Nobody should have to work a 2nd job while being employed full time. If you compare our base salaries with others in the industry we are not competitive. This can be improved. It would just require more transparency and talking to all levels of employees about pay. Not just sending out a survey about it.

Pros

Flexibility Autonomy Decent Base Compensation Direct Management

Cons

Performance Guaranteed searches Not enough in person interactions with all teams Equipment not provided