ExecReps Reviews

The major red flags hanging over this place: 1) There is a "quantity over quality" attitude that has been making both employees and clients uneasy. This has been especially disheartening for employees who come from customer service backgrounds, as this type of thinking is contrary to the tested and proven "the customer comes first" motto. This is a service-driven firm, and if customers are not happy, the bottom line will suffer tremendously. 2) Managers overuse self-aggrandizing rhetoric to the point where it has essentially become deception. I, like many of my former colleagues here, were drawn to this startup because of the promise of being trained by "experienced professionals." 3) ExecReps is part of a venture portfolio that includes a slew of random companies, a few of which seem downright silly. This has spooked potential clients on multiple occasions. 4) All job titles within the company are inflated and clearly intended to mislead clients and potential hires. A prime example: an “executive agent” = telemarketer. 5) Employee turnover is obscenely high. New hires come in constantly to replace resigning employees, not because the firm is growing. 6) ExecReps' online marketing is very low-budget, which makes it difficult to project the image of a reputable firm. Online content is often peppered with typos and run-ons. As such, prospective clients routinely question the legitimacy of this company.

Model - There is a reason no highly successful reverse headhunting firms exist--it takes too much man power and time to effectively run a reverse headhunting search, much less if you only charge a $5,000 retainer. The Client Services division is not large enough to provide all the services outlined in the membership agreement, and customers become very upset. A pay up-front for service model is a slippery slope and always something to be prudent with, and many executives see through this. Turnover - There was a nearly 80% turnover rate for the year, and that was before 2 USC, 6 UC Berkeley, and 1 UC Davis graduates walked out on the company. Management was presented with a manifesto about the inherent cost of employee turnover and more or less spit on it. Management - Although management has had a couple successful small exits, talent is not managed well in the firm, as highly qualified individuals are appropriated tasks which could be saved for an intern/assistant. Every single position in the company is revenue generating - again, not a sustainable endeavor.