recruiter

programmer analyst

associate

technical recruiter

customer service representative

Kforce

A typical day at work

A typical day involved balancing shifting priorities, meetings, meetings about meetings, support issues, project work, and the usual corporate archaeology required to figure out what had been decided, who decided it, and whether anyone remembered why. There was rarely a shortage of work, and most days required a lot of self-direction, prioritization, and tolerance for ambiguity.

What I learned

I learned a great deal about enterprise systems, cross-functional delivery, and how large organizations handle — or sometimes mishandle — complexity. The experience made me better at translating vague business needs into actionable work, managing competing priorities, and staying calm when timelines, scope, and reality started openly fighting in the parking lot.

Management

Management varied. I worked with some capable and supportive leaders, but overall there were recurring issues with planning discipline, communication, realistic workload management, and trust.
The company promoted an open-door culture, but employees widely understood that using that door could carry consequences. Raising concerns did not always feel safe, and there was a perception that people who escalated issues could quickly become isolated, scrutinized, or pushed toward the exit.
Promotion and advancement decisions did not always appear tied to demonstrated readiness, performance, or subject-matter credibility. Often, advancement seemed influenced by optics, internal positioning, and leadership preference as much as merit. That created frustration among employees who expected clearer, more consistent standards.

Workplace culture

There were many talented and dedicated people, and that was one of the better parts of the company. However, the culture could be high-pressure, politically sensitive, and uneven.
There was also a visible religious undercurrent in the workplace that made some employees uncomfortable, particularly when religious activities such as Bible studies occurred during business hours and used limited meeting space. In a diverse corporate environment, that boundary should have been handled more carefully.
The company often talked about openness and inclusion, but the reality felt more complicated. Employees were encouraged to speak up, yet many understood that speaking up could come with risk. Advancement also did not always feel consistently merit-based, which made the culture feel less transparent than it should have been.

The hardest part of the job

The hardest part was the recurring disconnect between expectations and capacity. Complex work was sometimes underestimated, priorities shifted, and delivery teams were still expected to meet aggressive timelines.
The other difficult part was navigating the political layer. Speaking up did not always feel safe, promotion standards were not always clear, and employees often had to manage perception as carefully as performance. Over time, that becomes exhausting. It is hard to do your best work when part of the job is reading the room like it contains tripwires.

The most enjoyable part of the job

The most enjoyable part was working with smart, committed coworkers and solving complex business problems. There were real opportunities to learn, take ownership, and contribute to meaningful work. The people closest to the work were often the reason things succeeded.

Advice to Management:
Stop treating employee resilience as a substitute for operational discipline. 

A typical work day includes two morning meetings starting at 7:40 AM lasting until about 9. It is required for us to be at work no later than 7:30 AM to prepare for these meetings. We then go through our day with our director to make sure we were properly planned for the entire day. Planning was very important in this position. Afterwards, we go through each team member's open position and thoroughly discuss the update on open roles and what needs to be worked on so we can generate more people to start. After the meetings I start my day calling potential candidates who could be a fit for the roles, interview them over the phone, decide whether to bring them in for an interview, and then schedule interviews with my senior recruiters. I have a wide range of meetings spread out throughout the week -- interviews, regional meetings, training meetings, informational meetings, etc.

 I have learned a great deal in this role I received after college. I learned how to properly plan for my days and weeks to reach my goals the most efficient way I can. Learning to speak with complete strangers over the phone and in person, making them feeling comfortable, building rapport, and creating relationships helped me gain the confidence to keep creating these types of lasting relationships with candidates. 

Management in this position might be strict, but also helped guide me into the role they hired me to do with great ease. They were there every step of the way. My managers have had many years of experience in this industry, and it shows with their teaching methods. 

The workplace was a place for work, but it was not all work and no play. We had our fun in the office while keeping things professional. I loved potlucks because there were some amazing chefs that worked there. I had a couple coworkers on my team who had an amazing gift to make everyone laugh. I don't think a day went by where I didn't laugh at least once. I don't think there was one person on my team that I did not get along with, which I valued greatly. 

The hardest part of the position was reaching the KPIs that I needed to be able to reach my goals when the unemployment rate was so low. I was constantly trying to think of new strategies to bring in more candidate flow to fill roles, but some weeks it seemed almost impossible. This did not last forever in the position. 

The most enjoyable part of the position was when you were rewarded for your hard work. When you helped fill a job order and the individual starts the position, everyone's mood changes. I felt it was rewarding knowing you had an impact on the growth of the business. Also, I enjoyed the people who worked there, including their dogs they would bring on Friday's.

This company has too many problems to come up with all of them. For starters, they are a company that is accepting of attrition. They would rather hire 10 people and do nothing to develop them, and if 1 or 2 succeed, that's OK. The industry has high turnover as it is, but I've never seen so many people leave a  company in such a short time frame. They pride themselves on being different from other agencies, yet they really have no differentiating factors. They hire junior recruiters, don't train them, and the result is an unqualified staff, trying to provide professional services to their client base. It's pretty embarrassing when a 1 year employee cannot differentiate between an Accounts Payable job and an Accounts Receivable job?? They claim to specialize in Accounting and Finance, while the bulk of their jobs they fill are customer service, admin, and patient financial services. These jobs are low level skill set roles and the payout is poor. The compensation plan is not up to par with the major industry competitors either. They have about 5 employees who have the majority of the large accounts, and the majority of the staff eventually leaves due to poor compensation. They also pride themselves on a great  culture. The culture is caddy, childish and backstabbing to be nice about it. Management is totally out of touch with what's going on in their offices and they are never accessible. They pick and choose who they want to mentor, and ignore Development for the rest of the staff. Also on a side note, although this company is not considered a faith based organization, if you are not Christian, you feel like an outlyer. From the top down leadership, they are very clear about their strong Christian values and go on  religious missions and retreats. Management cannot be trusted either. Everything you say or do is somehow going to be manipulated and used against you, with little to no assistance from HR to intervene. Quite possibly the worst agency experience I could have ever dreamt of. Work at a retail store or a gas station before joining the revolving door which is Kforce.

•	Promoted to project manager role to plan, schedule and execute all stages of enterprise software, hardware and system implementations. Assessed business implications for each project phase and monitored progress to meet deadlines, standards and cost targets. 
•	Actively coach cross-functional project methodologies which include root cause analysis, cause and effects matrix, cost driver analysis, failure modes, return on investment, and data analysis.
•	Facilitating multiple project teams by coordinating SCRUM activities to ensure timely productivity. Responsible for coordinating all SCRUM ceremonies including daily scrums, sprint reviews, retrospectives, sprint planning, backlog grooming, and cross-functional collaboration. Responsible for mentoring and training team members on Agile best practices.
•	My role also includes transitioning development teams from Waterfall, TDD and hybrid methodologies, project tools administration, development metrics reporting tools and corporate training for process improvement and change management.
•	Drove impressive improvements across the business as a result of IT implementations. Equipped ELC with solutions that accelerated the bidding process on architectural projects by 45%, shortened the sales cycle by 50%, increased cash collections by 35% and saved $1.5M annually. 
•	PMO Architect for the IT project management methodology that is used to implement large complex business process and IT systems such as SAP, to insure they are implemented on time and on budget. It is based on the ASAP, SDLC methodology, but includes "real world" methods and tools that were perfected for long term sustainability. 
•	Created cost-benefit analyses and ROI assessments that were used as the basis for decision-making on proposed IT implementation projects. 
•	Other project practices involve value stream mapping the purchase request process, Pareto Analysis, improving process steps containing waste (muda), and limiting financial liabilities to ELC.

Not the company it once was. Over the last few years Kforce has undergone a lot of change to make the company more profitable but not organically. The company is not able to obtain organic growth so they tweak comp plans, set new rules around splits that benefit the house, and focus to much on taking from instead of investing in. When you start to do things like this, you have issues with keeping talent. Kforce loses a LOT of talent to competitors and larger tech companies because they simply pay better. These tactics to push stock prices up help no one in the long run. 

Recent restructuring was an attempt to shake things up as the company was not achieving growth and has been quite flat over the last 3 years. It was also an attempted to thin the herd and pay less salaries at middle and upper management. Pockets of the company find success but it's counter balanced by other markets. They are starting to talk about reinvesting back into their company and employees, finally, but it was a shaky promise. Time will tell if they deliver.

Kforce is a great place to START your staffing career. You can get great training and some of the local management is outstanding. But this is not where you will stay long term. New upper management across the markets has a "my way or the highway" approach. You may have the chance to work with great people, but it will be short lived.

I gave Compensation 4 out of 5 starts ONLY because I was on a plan they no longer offered. Their new comp plan would have paid about 15% less. Culture for where I worked locally was great until about the last 3 months of employment with them.

If you are looking to get your feet wet and start a career in recruiting come on in!
If you are trying to build or continue to grow within this industry turn around and keep walking.

This place lacks structure, culture, and employee appreciation. 
They thrive on micromanagement and all you are is numbers to the "leadership" team.
This place allows people to have decent freedom to do certain things but in return they expect you to hit ridiculous numbers which they swear takes you to where you want to be...
The truth is that they say their motto/goal is to be "the firm most respected by those we serve" well it is really hard to do so when all you really promote is how much money you can make out of each consultant or how is it convenient to Kforce. 

I don't wish to sound disgruntle or so I currently work here.They have good perks like flexibility and the dress code is not as strict, sporadic team building events are ok (do not get funding from corporate so come out of local leaders budget), they help out with relo.

Management has shifted to a more micromanagement approach and 100% numbers driven regardless of any other good contributions you bring.

You learn a lot (on your own since there is nothing but a few videos as training) about the field you work on Tech/F&A but you have to put in the work.

My experience is all but from one office. I have however heard (but it is not personal experience) that it isn't very different in other offices.

Bottom line I think this is a good stepping stone. They might sell you on grandeur and making over 100K but realistically unless you land a great account (sales) or get assigned to a premier account (recruiter) it will be hard, borderline impossible to clear good commission (negotiate a good base!).

I worked a three month temp position in the Compensation Finance Department of Kforce, which is like a HR support department. My main role was to audit a new set of rules in their system for the new year and roll over spreadsheets from 2013-2014. Everyone was very focussed as tight deadlines were constant. I worked with people who are at the very pinnacle of expertise in their field. It was quite amazing to me to see how happy people were, while still being focussed. Management was professional, yet understanding. There were a lot of meetings. There were meetings to discuss meetings... I was given free reign of my time and trusted to do a good job. A typical day consisted of working on spreadsheets, going to meetings, working on more spreadsheets, proofreading, reporting variances from expected data via email and communicating clearly with co-workers. The hardest part of the job was not owning work since I was a temp. I attempted to update some spreadsheets in a way that made sense to me, and was told the manual way of doing things was better, as some co-workers excel level was not as advanced as mine. The most enjoyable part of the job were the people. I truly enjoyed the people. The atmosphere is positive, and the work is managable.  One pet peeve of mine happens here though. People use acronyms as often as possible both in written and verbal speak here. So when leadership comes back from the NLC and wants to know the status of the UAT on specific empl ID's (pronounced empel idees) prior to EOY and include the YTD EBIT, I start to get annoyed. Don't get me wrong. I know what it all means, but how hard is it to say employee id's.

I never actually interviewed with K force so I do not know much about their business practices. I believe they found my application online and set up an interview with the company I was working for. I temped with that company for a few years before i finally left for a full time position elsewhere. I received a phone call randomly one day and was asked to interview the next day with the company. Most places I had interviewed with before atleast had me meet the recruiter, but I had maybe a 2 min conversation to set up a time for the interview. I did not even know I was working for a temp agency until after I started the job. I did not have any meaningful conversations with anyone at the agency, my experience was mostly with the actual company I was working for. It was not negative but I do wish we had that initial interview to go over what was expected. K force did actually provide a decent health insurance and other benefits, however temping for an agency is not ideal long term. Obviously you do not get paid for hours you do not work. They did not provide any type of personal or sick time off. I have had to think twice on several occasions about calling out or taking time off for health or family reasons. I also did not recieve not one raise over the time i was there even though the company they had me temping for added on more responsibilities over time, though I will leave that to the responsibility of the company and not the agency.  Overall it was an ok experience, just remember they are not looking to find full time work for you as a temp, that is clearly on you and this position should not be long term. Keep looking.

A great place to work. The people were great, and my duties were great.  Improved my skills in Excel and wire payments.
•	Responsible for Vendor Wire Payments such as, our phone services, auto rentals, insurances, 401k plans, income taxes, temp agencies, office equipment, freight companies, legal services, etc.
•	Received Payment Request Forms in Excel format via Email daily, from various department in our company.
•	The payment request form was fill out with Vendor Name, Vendor ID, Vendor Bank Account information, and Coded with the GL Business Unit, Account Code, Cost Category Code, Process Code, Ship To Code and Resource Code.  Each request had from one to hundreds of detail lines.
•	I would transfer all the data from the request form onto an Excel Upload Template.  Each Vendor payment was put on their own specific Template.  Payment request such as the Verizon and AT&T have hundreds of detail lines that PivotTables needed to be used.   
•	Once all the data was transferred onto the Templates then an Upload Process was done, to submit into our system to be routed to an approver and then sent to the Payment Request Department where it is paid according to the terms or payment date.
•	Also a copy of the request form, the invoice and any backup sent on the emails for the request was also upload into a site called DART, which also attached to the Vendors wire payment upload in the system.
•	Later in the day, needed to check each upload to see that it did successfully uploaded into the system.
If any error in the codes were made, they needed to be researched and corrected.

Got to work on time logged in and ready to work only to find out some one once again has switched my chair because the lever is set wrong with the back rest titled all the way back
Coworkers what can I say, you can't work without or sometimes with them LOL!!

Within the last five I have had the mis-fortune of not being able to find steady employment and as a result I have dealt with more than a few managers and supervisors, what I've learned during this time is, you have to take every one on a case by case basis, never assume anything, the manager that is very polite,cordial, always smiles; you can never get him/her to return your email on time meanwhile the other who is reserved and always only nods is always on top of things and occasionally checks in with with you to see how things are going

On my most recent full time job the hardest thing for me was making sure I was complying with all the FCC guidelines as well as pleasing the customer, since we were dealing with warranties that is an actual legal document

I'd say for me he most enjoyable part of any job is at the end of the day when doing my reflection of the day, and what I've contributed, did I complete all my tasks and most of all did I make a difference, If
after i've done my evaluation and somwewhere in that 8 hours I can remember somthing i'e done to to help someone that gives me a sense of accomplishment

I enjoy anything fun, rewarding, challenging be it on the job or in my private life!!

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