I worked here a few years ago; this is a very cut-throat environment. There were some great [leaders] that used to work here however they either all have quit or forcibly quit. I do NOT recommend working directly for RHT if: 1. You do not have a sly mentality+personality. 2. You don't know how to play their games on your own terms. 3. You are not willing to invest 1/3 of your personal time to meeting your SLAs. (service level of agreements) 4. You don't know how to protect your roster. 5. You trust people too easily 6. You have a heart
I have witnessed the office ladies from the other branches bullied a new hire, made her cry, and a day later, she was terminated.
This environment is a true dog eat dog world, and you're always battling with a smile on your face.
Although, the above mentioned is brutally honest and sounds unpleasant to work for, I do recommend working for RHI if you want to learn how to work with challenges and grow quick.
I did learn how to turn people's resume into a stellar resume and earned contracts through them. (Sales and Marketing) Coaching, leadership, training, time management, organizing, and a whole new level of multitasking, were all learned through here.
The more successful your roster are, the more successful you become. I would say, at least at RHI, the results of your hard work [done right by RHI standards], will be rewarded, by RHI tiers.
The key incentive I learned while I worked at RHT was how to be the most successful candidate. Pay attention to all the candidates you interview; review how they won your attention,more... and then combine everything you learned from them. Package it up to make it your own style, and use that to win all of your interviews should you leave RHI and grow elsewhere.less
You learn a great deal of expectation on a international corporate level
Division Director (Direct Hire) (Current Employee) – Calgary – 20 September 2015
A high pressure environment with absentee managers led by a culture of fear and intimidation. Everything is about money and productivity and if the market is not conducive, staff are replaced with little to no warning. The current rate of staff turnover is 50%. Avoid at all costs.
Desktop Support Technician (Former Employee) – Calgary, AB – 27 March 2015
A typical day starts when coordinator assigned work orders/tickets/incident to every tech. Incident tickets sometimes are the hardest part of job. There is a good relationship with co-employees. Most enjoyable part of the job is when there is less work order/incidents.