Salary good, work envi bad - Head of Sales and Marketing Legal Management Group Employee Review

Collaborative coworkers, clear expectations, flexible hours, helpful training, room to grow.

Cons: Workload can get heavy, occasional miscommunication, limited contract benefits, repetitive tasks, high call volume.

Salary is on time. That's it.

Summary: 1. You can meet every target and still be told it is not good enough 2. Leadership communicated that AI would not affect anyone's job. What I personally observed was a very different outcome. 3. Remote arrangements can be flipped to mandatory in office without real warning 4. From my experience at least two or three tracking tools running at the same time, plus from what I observed a whole separate team auditing your output on top of that 5. HR and recruiters were both visibly struggling. Nobody in a support role looked okay. 6. Your contract will come from Legal Management Group but the firm running your day to day is Farahi Law Firm. Understand what that means before you sign. 7. Filipino and Mexican applicants: research your number before you accept theirs On recognition: I met my targets. I hit the goals I was given. I received no meaningful acknowledgment for it. The response I consistently got from leadership was that whatever I delivered needed to be more. I watched that wear people down over time and I felt it in myself too. On what leadership communicated about AI versus what I observed: What was communicated to us as a team, as I personally understood it, was that nobody's job would be at risk because of AI. From what I personally observed, the reality that followed did not match that. Workloads went up significantly in my experience without any increase in headcount or pay. Whether that counts as keeping the promise is something each person reading this can decide for themselves. On monitoring: I want to be specific about this because I think people underestimate it going in. From my personal experience I was running at least two or three time tracking tools at once every single day while also logging KPIs and hitting a daily output number. And beyond that, from what I personally observed there was a dedicated team whose apparent function was to separately review and audit employee output on top of whatever your direct manager was already doing. It was monitoring from more than one direction at the same time and it was constant. That kind of system does not exist because management trusts you. On remote work: Anyone considering a remote role here needs to hear this. From my experience and from what I watched happen to coworkers, management can convert a remote arrangement to mandatory in office and frame it around your performance. There are no transparent benchmarks set ahead of time that would tell you this is coming. Before you sign anything, get the remote work terms in writing and make sure you know exactly what would change them. On mental health: What I personally went through was genuinely difficult. But the thing that stayed with me most was watching the people who were supposed to support others struggle just as much. HR and recruiting staff, the people whose whole job is to take care of the people side of the organization, were visibly worn out too. When those people are not okay there is no support system left for anyone else. That is a culture problem, not a staffing one. On certain executives: From what I personally observed over time, there were people at the executive level whose visible contribution to actual work did not seem to match their title or their compensation. That is my honest impression from being inside the organization. On Legal Management Group: Look carefully at who is named as your employer on your offer. In my experience the offer came from Legal Management Group even though Farahi Law Firm is where I worked and where all direction came from. I am not drawing a legal conclusion. I am telling you to ask the question in writing before you accept and to consider speaking with a labor attorney beforehand. On Filipino and Mexican candidates: From personal experience and from conversations with coworkers, it was my clear impression that people from these backgrounds were earning less than what their work was worth compared to peers doing similar jobs. Look up what the market pays. Negotiate. Do not just take the first number they give you. On turnover: People left constantly while I was there. Look at how often the same roles are reposted. Ask about average team tenure when you interview. The answers will tell you more than anything else in this review.