Compare Lannick vs Magnus Personnel BETA

See how Magnus Personnel vs. Lannick compare on employee ratings, job openings, CEO approval, business outlook and more.

Employee Ratings

Overall Rating
(full-time and part-time employees only)
4.2
(based on 23 reviews)
5.0
(based on 10 reviews)
Career Opportunities
4.3
4.6
Compensation & Benefits
3.9
4.6
Work-life balance
4.3
4.6
Senior Management
4.2
4.8
Culture & Values
4.2
5.0
CEO Approval
Lannick Ceo Peter Jeewan
95%Peter Jeewan
Magnus Personnel Ceo Erik Simins
100%Erik Simins
% Recommend to a friend
87%
100%
Positive Business Outlook
79%
100%

Salaries

Salaries for similar jobs
Business Development Representative2 Salaries
CA$32,454/yr
Client Service Associate1 Salaries
CA$41,080/yr
Junior Software Engineer1 Salaries
CA$41/hr
Recruitment Architect1 Salaries
CA$53,391/yr

What Employees Say

Pros
There are no reviews matching this company.
There are no reviews matching this company.
Cons
Featured Review

Current Employee - Anonymous Employee

I have been working at Lannick full-time

Pros

- Exposure to different industries - High earning potential, one of the best compensation structures in the industry - Consistent on the job training & development, mentorship and guidance,... this is an environment that actually fosters success - Clear/open/transparent communication with managers and senior leadership - Good culture & team environment - Low turnover in comparison to other recruitment firms and staffing as a whole

Cons

Recruitment is not for everyone – Lannick is definitely a metrics driven environment. They make it clear to you at the very beginning, from the first intake phone call and throughout the entire... interview process. Some people aren’t cut out for a KPI driven environment, and that’s okay! To succeed here you definitely need a work hard, play hard mentality.

Advice to Management

- We need more interview rooms - More social events

Former Employee - C E O

I worked at Magnus Personnel full-time for more than 10 years

Pros

Strong focus on team, culture and leading by example not by title

Cons

Hard driving environment, metrics driven. If you’re not a grinder, it’s not a place for you

Advice to Management

Best way to motivate your team is by showing them you’ve done it before and you did it extremely well. Show them how, let them run, then do it again.

Job Postings