Dumpster Fire - Recruiting Coordinator Russell Tobin Employee Review

1.0
Mar 14, 2024
Recommend
CEO approval
Business outlook

Pros

Coworkers are great and I worked on a project where I didn't have to deal with most the mess.

Cons

-Will lay you off 11 days before Christmas but will tell you you're still invited to the Holiday Party the following night (I did not go). -NO Severance after being laid off. Did NOT pay out unused PTO. -CEO is a narcissist. Will make off-color jokes and comments in the Monday Morning Meetings (HUGE waste of time) and only cares about making it a "million dollar company" -No HR department, people would frequently make jokes about this. -They pride themselves on diversity but by the time I left my entire office was white people. -No proper base pay. When I interviewed I was asked what I would like to make and gave a number. I made that number but later found out that people in my same position that had been there maybe only 3 months more were making $10k-18k more than me! -Incredibly stingy when it comes to WFH days. When I joined I was under the assumption that WFH would be easy to do but was told that the boss "likes people in office." Most of the people I directly worked with were remote all over the country including my director manager. There was no good reason for being in office 5 days a week, especially post-pandemic. I was eventually given one WFH day a week but if something happened and I needed to WFH on a different day, they expected me to come in on my usual day - including if things happened outside of my control (building without water, hurricane, etc.) -No distinction from PTO vs Sick Days, it's all the same. -Silly "belt level" system with no real indication of how to "level up." Feels very culty, if you've seen The Vow on HBO it's very much like that. -Would laid big groups of people off but not talk about it at all in office. -Watched as a girl was fired and found out from an email letting her know that her benefits would end BEFORE anyone had talked to her. -People would put in their 2 weeks notice but they would tell them to leave that day. -Clearly is telling people to leave glowing 5 star reviews.

Explore other reviews about Russell Tobin

5.0
Nov 24, 2025
Recommend
CEO approval
Business outlook

Pros

I have worked at other agencies and Russell Tobin outweighs all of them positively. I feel supported, and like my contribution matters. Management is approachable and wants to see you succeed. Hybrid flexibility is a plus and the office is in a great location with free parking!

Cons

None that I can think of at the moment.

1.0
Jan 18, 2026
Anonymous employee
Recommend
CEO approval
Business outlook

Pros

On the surface, this company employs many genuinely decent human beings, especially on the recruiter level. Unfortunately, the culture and leadership structure ensure that those people struggle to succeed.

Cons

The environment is steeped in toxic masculinity, where aggression, dominance, and performative confidence (especially from those who don't understand the industry or have never recruited) are rewarded over collaboration, empathy, or competence. Bullying behavior is normalized, often disguised as “directness” or “high standards,” and there is little accountability when it comes from the right people. Management regularly pits employees against one another, sometimes through surprise or random video calls designed to catch people off guard. These interactions feel less about problem-solving and more about “gotcha” moments—intending to embarrass and expose, while creating tension within the organization. This fosters fear, not excellence, and actively discourages trust or teamwork. Employees are not treated as people—they are treated as salaries and line items. Burnout is common, yet dismissed. Human concerns are framed as weaknesses. In meetings, it is not uncommon for a senior leader to tell women to “smile more,” reinforcing a culture that is out of step with even basic professional norms. At the top, the prevailing goal among senior leaders appears to be self-preservation, as they are promoted beyond their capabilities. Many seem focused on collecting paychecks and avoiding disruption, fully aware that their compensation far exceeds what they could command elsewhere. As a result, meaningful change is avoided, difficult conversations are postponed indefinitely, and dysfunction persists.

6
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