Sycophant City - Manager bei Rullion: Mitarbeiterbewertung

1.0
11. Mai 2018
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CEO-Befürwortung
Geschäftsprognose

Pros

Leaving the organisation and writing this review

Kontras

The company has no clear direction. It announced its self as One Rullion in January 2017, then 6 months later it takes one part of the business, renames it and moves it elsewhere. The hierarchy are a harem of women employed to stroke the self proclaimed "visionary" leaders ego, there is a vast bullying culture from the management teams within the Head office. Failure is often rewarded with promotion as long as your ability to brown nose is of a high standard. From the inception of "One Rullion" the organisation has lost many of its more established and successful consultants and replaced them with 3 dozen 19 year olds with bum fluff moustaches. Although internally they are known as the creme de la creme of the organisation. Rullion's values are tripe and their aim to be the most admired recruitment business is what can only be described as utter drivel. If you are a man in your 30's - 40's your opportunities are vastly limited within the organisation unless you are in the Idonotagreatdealotherthanwaffleonaboutfiguresbutdontgenerateanynewbuisness gang. There is also a huge divide between varying parts of the business. Amended policies are not rolled out to managers and consultants unless you are in the "Rullion club". Don't ever expect a pay rise and if you ever dare have an HR issue its highly likely you will get the boot for your trouble. Other than this it is a great company.

Mehr Bewertungen zu Rullion entdecken

4.0
7. Mai 2026
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CEO-Befürwortung
Geschäftsprognose

Pros

Supportive colleagues who genuinely care about doing the right thing for candidates and clients Autonomy in managing your own workload and building relationships Opportunities to influence processes if you’re proactive Decent exposure to stakeholders and hiring managers Some strong pockets of leadership who value people and development

Kontras

Strategic direction changes frequently, creating uncertainty and rework Communication around organisational changes can be unclear or last‑minute Limited transparency on long‑term workforce planning, which contributed to redundancies Talent roles can feel stretched between delivery, admin, and firefighting Career progression pathway was not defined

4.0
24. März 2026
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CEO-Befürwortung
Geschäftsprognose

Pros

Remote Supportive Good working hours Good work-life balance

Kontras

Contract Low pay Nothing else

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