Pros
Your immediate team that you work with will likely be collaborative and team-oriented. This of course varies by department. There is a new pension incentive after 3 years of active service when a lump sum is deposited into your account, at 70% of your current pay, capped at a certain amount.
Cons
*Please note that I was not a disgruntled employee. I was a top performer my entire time with a company that turned out to be not who they sell themselves to be. READ ALL of the handbook.... Upon terminaton, resignation, etc, you are not paid out any of your unused, earned, PTO. They do not tell you this, for clear reasons, because it makes them look bad. Again, make sure to read everything in the handbook. Your benefits will cease at midnight the next day upon termination, resignation, etc. Again, you are not told this. I had to ask and found out on my last day. They will always lowball you with an offer/pay or offer a sign-on bonus to "make up" for it. Don't expect an increase in your salary at your review to be equal to or more than the sign-on bonus you accepted. Most departments are not up to market and seemingly lagging by about 10 years. There are no set pay bands in place, so always assume they are coming up with an offer based on what others on the team are being paid. Your experience is usually not taken into serious consideration because it might mess with the current equity of the team. They would rather not adjust their employee's salary to stay up to the market. Benefits are literally bottom-of-the-barrel crap and very high deductibles. They advertise how good their benefits are and how they are tailored to meet the needs of their employees. Biggest crock I have ever had to try to convince candidates about. With these benefits, they offer 2 apps, one being a mental health app and the other a fitness and nutrition app. The fitness app they rolled out at the beginning of 2022 was great and I used it all the time, consistently. Halfway thru the year, they decided to change the app offered to what they said was "better and more beneficial to you and your family." I have tried using this app a few times and have found it is a waste of time and does not stack up to the original one offered. Most employees don't even utilize these resources, because that is not what is important to them with the benefits offered. The Insurance virtually pays for nothing. Your office visits will have a good, low co-pay, but if you need any type of care outside of regular office visits, prepare to pay. Some examples (Single employee plan): The insurance does not cover or pay for any ADHD testing and diagnoses. The insurance does not pay for any help with weight loss resources, like pills, shots, programs, etc. Except 100% of costs to be out of pocket. The insurance does not cover much when it comes to surgeries, like surgery for a deviated septum. This is usually a 30 minute outpatient procedure. Expect to pay 100% of your deductible out of pocket. I would say just hope you don't need a specialist for any reason if you work here. You will notice that the company is aggressively buying up other smaller companies. Depending on the department you are in, which can affect many departments at once, they will not look to add additional staff to maintain reasonable workloads. You will be overwhelmed and overloaded and expect to just do it. They truly believe, or clearly don't understand, how much they are burning out their employees. The good ones won't stay around because of this, so prepare yourself for what is to come. When someone does resign, there are many times when they do not replace that person, to save money, putting more pressure on the staff. We have been through extended periods of time when our team was extremely short staffed and we had triple the workload we should have. I have been mentally and physically affected by the amount of stress that had to be endured. You MIGHT hear that the turnover rate is not a problem, but don't buy into it. People are walking out the door just as fast as they are being hired. This varies by area and the most common areas of resignation come from the field clinicians. You will also hear about how great the culture is. I have found that the culture sucks. The only thing that kept me around was my immediate team because of our teamwork. The communication at this company is atrocious. Expect very delayed, after several follow-ups, or no responses at all to your e-mails from many. You may also just hear things through the grapevine and never an actual announcement....like my resignation. I put in my two weeks' notice at the appropriate time. Another co-worker, who was also a top performer and had longevity was also resigning on the same day. Less than a week before our last day, we find out that the leaders, like Hiring Manager, Assistant Directors, Directors, VPs, etc had no idea of our resignation..not only these people but my HR Rep. also had no idea of my resignation until this time. An announcement of our departure was only put out to leadership the 2 business days before our departure. AND on top of all this, the VP of Talent Acquisition found out about my resignation on THE MORNING of my last day. Lack of communication and organization is truly a thing here and I am a bit offended at how awful they handled our resignations. Know that this is not a "not-for-profit" company. They are 100% for profit and their business practices reflect that. They will cut where they need to to stay above the bottom line. I whole heartedly feel that this place is a cash grab to deepen the CEO's pockets. IF you are still interested in this company and want to work in Talent Acquisition, please be aware that the CEO's think they are Talent Acquisiton gurus and experts. They will force change in processes on the fly to try to find different ways to hire as many people as they can, putting all the pressure on the team. They will also set unrealistic hire goals which they 100% pull out of thin air. The numbers they put on us are not reflective of historical data and anything reasonable. Like when they recently bought up another company and then said that want us to achieve 100 hires within 8 weeks. LMAO. Instead of raising pay rates to be competitive, they think changing entire processes that are streamlined and efficient will make a difference. From my experience, one of the most important things candidates are looking for if they are going to jump ship to a new company is pay. They could be swimming in new hires without all the complications or candidate declines if the company's pay was competitive. Expect double the work and effort because you are likely going to find a lot of offers being declined over the crap pay and then have to start recruiting ALL over again, prolonging when departments can get the help they need, putting more and more pressure on the current employees, who will eventually burn out and quit. THE CEO's need to remain in their own lane and let upper leadership make decisions for their teams. I feel sorry for anyone in any type of management here because they are likely not able to fully make their own decisions and just be puppets. IF you choose to move into a leadership role as a promotion and are new to managing, don't expect any type of formal training. You might just shadow or speak to some about the job and such, but you will not be prepared to take on this type of role and be set up for success. That all lies on you to make it work. During my initial interviews, I was very upfront about my desire for growth and development. I was told profusely that they have plenty of opportunities to offer this to me. I had the wool pulled over my eyes. I never saw one opportunity for growth and development come my way, as I spoke up about it often. We were really just needed on the hamster wheel to hire hire hire. The bonuses you get will solely rely on the number of hires you get each month, and how much credit you get for each hire depends on their title and status. SO if you are not recruiting for any RN jobs, you will get half the credit for each hire you get. If you hire someone in one of the part-time statuses, you will also receive less credit. It is out of your control if someone needs to back out of their offer, has to delay their start date, or had their offer rescinded. This will affect the amount you earn, even though you put in just as much work, if not more, depending on how many times you had to recruit for the same position. This is SOOO out of date and totally an unbalanced system in place. Not to mention, the unnecessary pressure it puts on the team. So basically I was offered no growth and development here and was pretty stagnate. I am dumbfounded about how the company thinks that people are going to remain employed here when they don't keep up their end of the bargain. I did not complete my Master's degree to be treated poorly and just a number by a company claiming to be something they are not. I did not further my schooling to be put on a hamster wheel and be expected to keep producing more and more without the resources and support that are lacking, partially because they don't want to pay for it. I did not agree to join a company that elects to burn its employees out to meet its bottom line. KNOW YOUR WORTH and don't let yourself fall into this rabbit hole of despair.
