Disappointing internship with poor support and high stress - Mitarbeiter (anonym) bei Simpro: Mitarbeiterbewertung

1,0
30. Juni 2026
Mitarbeiter (anonym)
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CEO-Befürwortung
Geschäftsprognose

Pros

* The only positive was that I gained some real-world experience and learned what to avoid in a future workplace.

Kontras

Very little training or onboarding. I was expected to figure everything out on my own. * Management was disorganized and communication was poor. * Supervisors were often unavailable when I needed help but were quick to criticize mistakes. * Interns were treated like cheap labor instead of people there to learn. * Workloads were unreasonable for an internship, with unrealistic expectations and deadlines. * There was little to no mentorship or feedback to help me develop professionally. * The work environment was stressful and lacked respect for employees. * Favoritism was obvious, and opportunities were not distributed fairly. * Long hours were expected without appreciation or recognition. * Concerns raised by interns were ignored, making it feel like our opinions didn’t matter. * Overall, it was a disappointing experience that did not provide the supportive learning environment an internship should offer.

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5,0
2. Juli 2026
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CEO-Befürwortung
Geschäftsprognose

Pros

Dynamic environment Growth opportunity Lateral and Upward mobility

Kontras

Fast Pace isn't for everyone. You love it or you do not.

1,0
29. Juni 2026
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CEO-Befürwortung
Geschäftsprognose

Pros

Fully remote opportunities for recruiters in the UK and US. I had an exceptional leader who understood talent acquisition, supported the team, and we were making meaningful progress in improving recruiting processes and results.

Kontras

After a leadership change, my experience declined significantly. In my opinion, the recruiting function lost strategic direction when it was placed under a sales/account management leader who, based on my experience, had little knowledge of recruitment operations, applicant tracking systems, employment laws, or recruiting best practices. During conversations about hiring, I felt pressured to prioritize a very narrow candidate profile described as “alpha” and “aggressive” young candidates rather than focusing on experience, qualifications, skills, and diversity. I also experienced comments that I understood as discouraging the hiring of African American candidates, which I found deeply concerning and inconsistent with the inclusive hiring principles I believe recruiters are responsible for upholding. As someone with extensive talent acquisition leadership experience, I believe recruiting should be led by professionals who understand employment law, compliance, structured hiring, and equitable talent practices. My experience left me concerned about the direction of the organization and its commitment to fair and compliant hiring.

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