SPMB Reviews

Limited and slower career growth opportunities. The structure of the company creates a situation where they are reluctant to give people the opportunity to build, lead and drive their own business. Each time they do that creates a vacuum underneath a project leader (partner, vp etc) and disrupts their process and revenue generation capability. This is feared vs encouraged...ultimately, that is a great thing for business and should not be held back. Misaligned and muted compensation. There were (don't know if this has changed) multiple comp structures that varied based on who you worked for. They also limit the upside for people that "kill it" by leaning too heavily on a base salary vs a commission-based structure. Comp should be directly tied to how money comes in, not at the discretion of the partners that are looking out for their own compensation. Having the silo'd org structure also ties you to your boss' desire to run a certain amount of business. Creates upside opportunities that can vary wildly across the firm at the same position. They don't invest in technology. Given the world we all work in (tech) it's surprising they would not want to invest in the very thing that drives the business. Creates massive inefficiencies and is also a result of leadership wanting to limit overhead and maximize their own profit. As an example, they have recruiters run IT as a part of their job b/c having a full time IT person was too expensive. That is just for phones, servers etc and doesn't even begin to address technology that can actually enable faster processes, more/better business and increased revenue. Culture is way too buttoned up and based on "fear of failure". I love working hard but prefer to do so b/c I love what I do, who I work with and am driven to be great. Working hard enough not to get fired is not the same as working hard to be great.

- Transferrable skills to other jobs: If you're looking to get out of executive search and recruiting, it seems very difficult to do so when the work that you do at SPMB is so specialized and niche. The onus is on you if you do want to make a career switch that isn't related to People Operations/HR/Administration. - Attrition: SPMB fails to retain a lot of their young talent. It's hard to imagine what future growth looks like for a company when they continually fail to retain their fresh new hires. - DEI: If you take a look at their leadership page now, a majority of the leadership and the firm are white and it look a DEI committee and the BLM protest to really urge the firm to take a hard look at themselves. If this is a value that matters a lot to you and the companies you want to work for, SPMB is very far behind most industry standards in regards to DEI. You will be frustrated. - Terrible work life balance: Fire drills are common and partners often message team members outside of work hours. There isn't a clear demarcation of work and life, and for a lot of the managing partners, these lines blur continuously. Especially if this is your first job out of college, it's incredibly difficult to vocalize your needs because you want to prove yourself, but this genuine sentiment is often put to the side to service a client or partner.