Echoing numerous other reviews, there is a major disconnect between what they sell you at the interview, and your day-to-day experience (minus being one of the original employees who’ve since moved to mgmt).
Personally, the whole “we’re one big family” shtick gets really old, really fast, especially when taking into account the relatively high turnover ratio, even for a staffing agency.
They seem to attempt to pivot themselves as the “we aren’t like those other boiler room staffing agencies” by the way they present themselves publicly, while privately numerous actions taken by them give off the vibe of cutthroat staffing firm.
IF you come in with prior recruiting experience that is NOT healthcare related, you better hold on tight; the learning curve is intense, the time to prove yourself is extremely short, and assistance is hard to come by.
Related to the above point, most of the managers and leadership have either primarily or exclusively working in healthcare recruiting, and seem to not be able to relate to newcomers without healthcare experience, hence the seeming gap between knowledge expectation and reality.
“Mandatory fun” activities — Halloween costumes, National (insert cause) Day, etc. that force employees to take time to engage in relatively useless “fun” office antics that are not conducive to productivity and seemingly serve little purpose other than to force you to put on a smile for the camera so they can put it on social media to showcase the “MPLT Family.”
The lack of formal infrastructure—— By not paying for third party leads, and having an extremely out-of-date candidate pool that has been called/texted/emailed hundreds of thousands of times, you put the onus on recruiters to spend an enormous amount of time simply playing private eye to track down potential new providers and their contact information. A small sourcing department and/or the paying for third party information very well may be a cost benefit in the short term.
Numerous times on numerous occasions, conversations that multiple managers had in public for all to hear was incredibly concerning (bragging about firing individuals, talk of how much money they were set to make, bad mouthing other employees, etc.) These are conversations that should be had behind closed doors, not in front of the floor.
Myself, and numerous other current/former employees, were not interviewed by the manager we ended up working under. This is problematic for both the manager and the new hire they supervise as there very well may be personality concerns or other issues that would’ve been detected if said manager was the one interviewing the potential hire.
