Excellent cover, terrible book - Account Executive Orion Talent Employee Review

2.0
14 Mar 2016
Recommend
CEO approval
Business outlook

Pros

You learn a lot about several different industries and it's a good transition from military life to the civilian world. Steve Casey was a fun person to work with and is extremely knowledgeable. Most importantly, the feeling that comes with landing a guy or a girl a great job out the military that they truly enjoy is second to none.

Cons

The culture of the company is extremely poor, especially recently. Shady ethics and patterns of disrespect to employees at all levels of leadership are apparent. The leadership seems either unwilling or unable to realize the serious problems within the company that cause high turnover. I think in the last few years the average time for an Account Executive at the company is around 6 months. Leadership needs to realize that employees are no longer in the military anymore and like being treated by human beings (probably why several employees got out in the first place).Their business strategies aren't very strategic either (i.e. If one industry stops hiring then it can just be made up in another industry).

Explore other reviews about Orion Talent

5.0
13 Jan 2026
Recommend
CEO approval
Business outlook

Pros

Orion Talent is an great company to work for. The team is professional, supportive, and truly committed to helping veterans succeed in their career search while also valuing a work life balance for their own employees. Leadership is approachable, the culture is positive, and there’s a clear sense of purpose behind the work they do. If you’re looking for a company that values its people and makes a real impact, Orion Talent is a great choice.

Cons

benefits package could be better

1.0
17 July 2025
Anonymous employee
Recommend
CEO approval
Business outlook

Pros

Remote is the only pro left.

Cons

Unfortunately, the company’s internal structure and leadership severely undercut any long-term satisfaction. Leadership is completely out of touch with the realities of recruiting and lacks the competence to support their teams effectively. There was no 401(k) for most of my tenure, despite the company taking 8% from employee pay. Operational chaos was the norm—constant top-down changes, two CEOs in a short span, and repeated removal of critical tools and resources, all while increasing expectations. Recruiters were expected to hit aggressive metrics without the technology or bandwidth to support them. When numbers didn’t fit the narrative leadership wanted, they gaslighted employees, implying data didn’t matter—until it did. This manipulation created a toxic and demoralizing environment. They routinely overpromised to clients just to close deals, then pushed impossible workloads onto already maxed-out recruiters to deliver on unrealistic expectations. Morale hit rock bottom, and HR did nothing to address it. Training was minimal and often led by unqualified individuals. The job quickly became a conveyor belt focused on KPIs, with no regard for quality or long-term success. Compensation wasn’t competitive either.

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