The company handbook should be titled: “How to demotivate and micromanage people 101. - Recruiter Klarecon Employee Review

There’s a reason so many people leave this company within weeks. The environment is chaotic, unstructured, and highly controlling. Leadership is disconnected from reality and more focused on image than substance. I was hired as a Recruiter but ended up doing almost everything under the sun — onboarding, payroll, exit calls, even writing reviews — all under the label of “recruitment.” There was no clarity on roles, and most work was reactive, not strategic. The CEO is obsessed with platforms and documentation, but not with people. Internal suggestions are rarely implemented, and instead, generic advice pulled from AI tools is treated like gospel. In fact, “warning” calls were often based on documents that looked like they were copied directly from AI platforms, rather than offering any real-time feedback. Feedback is typically delivered casually over chat, not through structured channels. Performance concerns are rarely addressed in a way that gives people a chance to improve — instead, terminations often happen without prior notice, leaving employees confused. Leadership & Culture: Only a handful of people make all decisions — and most new hires quickly realize that alternative views or critical feedback are not welcome. You’re either silent or you’re gone. The focus is on loyalty and control — not collaboration. Hiring & Turnover: Turnover is extremely high. Multiple experienced hires across different roles left in under a week. Leadership often blames candidates for “not adjusting,” but the issue clearly lies in the work culture and expectations. Work-Life Balance & Pay: 6-day work week 9 AM to 6 PM strict timing No paid leaves for first 3 months (any leave = deduction) After that, just one paid leave per month Compensation is significantly below industry standard Discrimination Concerns: There were instances where applicants from specific regions were rejected not based on experience or merit, but because of language or accents. Generalizing entire regions as “unreliable” isn’t just unfair — it’s discriminatory. HR & Exit Process: No formal HR practices. No experience letters, no structured exit policy. Processes change based on ad hoc decisions rather than documented policy. Final Thought: The company seems more concerned about defending itself online than actually fixing internal issues. Leadership relies too much on AI tools and not enough on its own people. Employees aren’t treated as contributors — they’re treated as executors. The potential is there, but without cultural and structural changes, it’ll continue being a revolving door.