Compare Opus Talent Solutions vs Pulse (UK) BETASee how working at Opus Talent Solutions vs. Pulse (UK) compares on a variety of workplace factors. By comparing employers on employee ratings, salaries, reviews, pros/cons, job openings and more, you'll feel one step ahead of the rest. All salaries and reviews are posted by employees working at Opus Talent Solutions vs. Pulse (UK). Learn more about each company and apply to jobs near you.
- Opus Talent Solutions scored higher in 7 areas: Overall Rating, Career Opportunities, Compensation & Benefits, Senior Management, Culture & Values, % Recommend to a friend and Positive Business Outlook.
- Pulse (UK) scored higher in 2 areas: Work-life balance and CEO Approval.
What Employees Say
- "Commission structure" was the most mentioned Pro at Opus Talent Solutions.
- "Pulse" was the most mentioned Pro at Pulse (UK).
- "Long hours" was the most mentioned Con at Opus Talent Solutions.
- "Pulse" was the most mentioned Con at Pulse (UK).
I have been working at Opus Talent Solutions full-time for more than 3 years
Monthly lunch clubs, team incentives and bi-annual incentive trips (Bali, Vegas, Ibiza etc) Monthly commission, no threshold, this means we're earning more than pilots and surgeons after year... #1 "Winning" team culture, good banter in office, music and so on Strong recruitment process that is taught from day 1 and works Approachable management/leads - kind of flat structure which is nice
Limited flexibility for consultants that are newer, however this is earnt No Barista on site, we have to make our own coffees
Advice to Management
Keep doing your thing Delegate monthly budgets to teams so that the culture can stay "social" as the business continues to grow
I worked at Pulse (UK) full-time
I have fond memories of Christmas parties, managers away days, long service awards and summer barbecues when we had them. The geographical reach of ICS was always a plus which meant service to... candidates and clients was simple and effective. While I didn't enjoy the training sessions as I felt they were outdated, meeting up with people from other offices was a good to share best practise. On a personal level I grew fond of many people there including my first director and the CEO, Richard. There is career progression but it's quite unavailing.
I worked my way up through Pulse over the course of 8 years. I worked hard every day because I wanted to grow the ladder, lead a team, earn more money and become pivotal in future plans for the... company. What was once a vibrant, personable company eventually turned into a monster, hell bent on making money at almost any cost. When the agency caps hit, my positive career was immediately called into question and I was made to feel like I became bad at my job over night. I worked 10-12 hour days without any thanks. As I grew the ladder I realised that 'progression' was a myth; in fact, what happened was my base was partially increased inline with the increased responsibility however the way the commission structure is arranged meant my consultants were taking home more than me. I worked hard to get to management level but all it meant was endless meetings, I even had one meeting to discuss what we were going to discuss at a future meeting. My experience of career progression was accumulating other people's problem areas and being tasked to fix them - more career accumulation as opposed to progression methinks. The role felt like groundhog day as instead of head hunting, placing candidates and forming effective collaborative relationships I was measured on the productivity of my team and had to count the number of phone calls they made and outbound duration of calls vs duration inbound. I grew tired of this ineffective approach to recruitment and moved on. I worked for a couple of divisions and sadly, from my experience, the approach is the same - tired and ineffective. It's of no surprise to me that ICS are investing more in life sciences because while I'm sure they still make a lot of money in nursing, they are no longer regarded as the significant market leaders they once were due to the arrogant decision not meet cap rates as they thought they were irreplaceable within the NHS in 2016 where they lost significant market share.
Advice to Management
I left a while ago now and while it felt like a big step after such a long time it was undoubtedly the right one. I have a fresh outlook on recruitment, having started at a new company I've realised... how outdated the processes are. I understand that ICS is a huge company so the personal touch is a difficult thing to address but that would be the first area I would tend to. A lot of people were promoted too fast, just to satisfy ego and the majority of those fell by the wayside and left anyway. The irony of the endless social media posts regarding mental health is quite laughable - quite concerned to display compassion but when it comes to internal staff it was almost a hindrance - an area I have experience of. The arrogance of some of the management I found hard to stomach - they took pleasure in not paying bonus to consultants who had worked tirelessly in a tough market but still paid commission to those with softer budgets or to those who simply rebooked the same people week on week. There was no true measure of productivity = reward and it transpired that the old adage of 'you get out what you put in' certainly not being the case. As far as a recruitment company to find your grounding and learn the ropes I don't think I could have asked for more. If I had left after 3 years this would have been a glowing review but sadly the more I was exposed to, the more my opinion soured. I believe the career pathway is just blurry and became top heavy without an obvious route to the next level - everyone was becoming a 'senior' or a 'team leader' or 'assistant' with no difference to the previous role which I believe was put in place to feed ego. I worked hard to get to a level where I learned a senior consultant who billed £1.5K a week was being paid more than myself who managed 14 people and had 2 budgets. It may have changed over the last year or so but in the end I was surrounded by people obsessed with what their next job title would be.