sales support representative

entry level assembler

recruiter

business development manager

assembler

ManpowerGroup

I was hired at Manpower to work a six-month contract-to-hire software development position in February 2022.

During my contract, I found it difficult to get in touch with my Manpower contact. We often went months without communicating. It was only three months into the contract that I informed them of how different the contract was than advertised: my "fully remote" position was actually hybrid, that the manager I was hired by (under the client company) had left the company months ago, there were no teammates working on the project with me, and most of my day-to-day effort thus far was spent planning and scoping the project I was hired for (instead of actually programming it). I reassured my Manpower contact that I enjoyed the people and environment I was working in, and while I was wary the project I was hired for would not be completed due to circumstances outside my control, I convinced them to let me stay.

When the project I was hired for was scrapped and my contract terminated a month early, my Manpower contact assured me they'd find me a new position. However, I often went days without communication from them. When my contact was on vacation for a week, I was not transferred to a different contact to continue the job search.

Note that during this time, while I did not have an active contract, I was not paid. I was also informed that my benefits would retroactively expire. Say my contract ended July 31st. If I received, accepted, and began a new contract on or before August 28th, my benefits would be valid for the time between August 1st and August 28th, and would continue into the next job. If I did not receive a contract before August 29th, then my benefits would not only expire on the 29th, but any benefits usage after August 1st would have its coverage removed. I visited a doctor during August; on August 28th, the bill was covered by insurance, and on August 29th, it was no longer covered.

When my Manpower contact did not find a new contract for me within the 28 day window of benefits coverage, I chose to pursue a different opportunity outside of Manpower.

I loved how busy this job would get! Time would fly. The environment was very dynamic.

A typical day at work consisted in making sure I maintained 'house proud" look for the office. Check the outlook calendar to see what we had scheduled for the day.

Set up computers, prepare materials for assessments and drug screens.
Answer high volume of calls, give registration and general information, verify receipt of applications, resolve issues and welcome walk ins.

Check emails, enter compliance items in the database, such as background checks and drug tests to make sure that assignments had no existing issues preventing associates from getting paid ensuring that no manpower and USCIS policies were violated.

Assisted walk ins and determined if they could be matched to jobs we had available.
Assisted candidates with the onboarding process on the computers,I-9 verification, completing federal and state tax forms.

I learned so many new things I don't even know where to start.
Every day is a wonderful new learning experience, we never stop learning.

I wish we had a branch manager on site. A lot new of coworkers were struggling with the changes that out branch had recently gone through and since we had two different managers for the same office and they both managers were 2-3 hours away from us , unfortunately, new employees were not properly trained. But being an awesome team player I did all I could to bring them up to speed by clarifying processes to them.

The hardest part of the job was not being able to help every one.

The most rewarding parts of my jobs were seeing happy smiles on candidates after I helped them find a job and their firm hand shakes.
I have to choose the most enjoyable part of this job I would say it was the sense of gratitude that associates emanated. It made my day.

What is the best part of working at the company?
The best part of working at Manpower is the supportive team environment and the opportunity to grow professionally. The company offers flexibility, ongoing learning, and exposure to different clients and industries. Leadership encourages development, and collaboration across teams helps ensure success for both associates and clients.

What is the most stressful part about working at the company?
Like most fast-paced staffing environments, balancing multiple priorities and meeting tight timelines can be challenging at times. However, strong teamwork, clear communication, and support from leadership help manage the workload and keep things moving efficiently.

What is the work environment and culture like at the company?
The work environment at Manpower is professional, collaborative, and fast-paced. The culture encourages teamwork, accountability, and continuous learning while maintaining a supportive atmosphere. Leadership is approachable, communication is encouraged, and employees are empowered to take ownership of their work while contributing to shared goals.

What is a typical day like for you at the company?
A typical day is fast-paced and well-structured, involving a mix of recruiting, candidate support, client communication, and administrative tasks. Priorities can shift throughout the day, which keeps the work engaging and requires strong organization and time management. Collaboration with team members and leadership is consistent, and each day brings new challenges and opportunities to make an impact.

I've worked with ManPower in two different locations in very different parts of the country. Naturally, this is going to lead to wildly differing results as far as placements and types of jobs offered. Unfortunately, it also led to a big difference as far as attentiveness from their recruiters and staff go.

 My first placement with them was located in an area known for high tech jobs. This placement was excellent, challenging and a role for which I was very well suited. The company was extremely supportive and worked very hard to bring me onboard to the client site as soon as possible. ManPower was also available throughout the life of the project for any questions that came up. This was an overall excellent experience with them and I was very impressed with their process. 

My recent experience with a different office of theirs in a state 1,500 miles away has not been that positive. I applied for one of their listings and received a call from one of their recruiters. We had a good conversation about my skills and the job, but it ended there. I received no follow up or updates regarding that position. I can understand if the client didn't think I was a good fit, but getting ghosted by a recruiter was pretty disappointing, considering my other experience with them. 

In a typical day at the U of M medical campus we observe and aid patients with specific needs and follow the care plan under the supervision of nurses, and doctors. During my time there were many good days, and many many bad days. The more skilled you are, the more difficult of ICU wards and assignments they put you with. I ended up completely burnt out and traumatized after being attacked by patients on a weekly basis, with no PTO or medical benefits available. I was given several good reviews by patients and their families and did a great job with compassion every day. 

The type of day you have depends on how willing the nurses and their supervisors are to do their jobs and help you. There were times when I would come into a mess I was not authorized to clean, but nobody is available due to shift change. The night before attendant would be asleep and leave immediately after a short information pass. It came down to me doing more than my authorized job for cleaning patients or cleaning diapers, or letting a patient sit there in discomfort. So often times, I would do the jobs of CNA's when I was not. 

There needs to be a better introduction of the patient attendant program to the other staff in the hospital, and they need to have an understanding as to what our job duties are limited to otherwise good employees will continue to burn out like I did. It's also not fair to the patients. 

RPO part of the organization had been a true leader in the industry for years. Due to nepotism and favoritism most of talented personnel had left the organization. Manpower only progresses certain gender regardless of the experience or past contribution to the company, that had even been acknowledged on Town Halls but nothing changed.

Most leads and Program Managers do not have staffing backgrounds and no clue how to support a Rpo project apart from “brainstorming” and countless meetings between themselves, as a result they are completely inaccessible to the recruiting team and success of the projects is on the shoulders of staffing professionals on the field.

I been on many projects with Manpower and many times it resulted in distribution of work being very favorite to some and completely overwhelmed the recruiters. All Leads and Managers are one gender and have their family members in one or another way associated to Manpower.

Clients are slowly but surely questioning their processes and realizing they could cut the top heavy cost out and hire contractor recruiters themselves without additional weight of management.

Advice to Manpower would be to drop the nepotism, promote actual staffing professionals with an actual experience and education.



They don't offer any real benefits for the employees and if they do they are super outrageously priced to where your whole payroll would be used for benefits alone so most don't get them. They have a lack of regard when it comes to their employees and pay and would rather see their employee suffer without their money instead of doing all they can to get their employee paid. They ask too many questions without efficient results. They really don't pay enough for the roles and work you are expected to perform. The point of contacts are always rotating so you don't ever know who your person for contact is supposed to be. They never follow up with their employees on assignment to see how they are doing and as long as your contracted employer don't say anything they have nothing to sat to you. There are no rewards or no gratification measures to show employee appreciation but want to sap up employees time with virtual Town meetings.  I'm just not impresses and really haven't been since day 1. Be careful of the contract company you partner with. 

Great job to build experience in every aspect of the HR field.  Highly challenging and fast paced.  Multi-tasking and time management will be stretched.  Prioritizing skill will be built even with the most organized recruiter. 

Management was supportive but Job description was not what the job was.  Recruiter might indicate life cycle recruiting but this position was more like an HR Account Manager covering life cycle recruiting with payroll and employee development while also engaging with current and future clients.  The client facing end covered initial meetings and site evaluations prior to activation of the contract.  After service began, constant communication required to maintain adequate employee records and to mitigate any disciplinary issues with employees.  

Recruiter's desk could carry anywhere from 40 to well over 100 employees covering upwards of 15 clients.  Work orders are always coming in with hot priority.  Management differs from area to area.  Training is mainly virtual and needs working to be more effective.

Working through Manpower initially, I never has an issue. It wasn't until I switched assignments, and the new management at the next client decided that I wasn't performing behavioral expectations. The management would rather speak to your temp agency instead of giving you a chance to speak for yourself, or create respectful work communication. They have no problem sending you emails or calling to leave a voicemail about what your management said, when management should've come to speak to you professionally. If your temp agency doesn't have their team at or visiting the site where you work, there should be minimal communication outside of unacceptable behavior that may hurt you, your team or the company legally. I literally received a call during my work hours about eating my lunch in the wrong room after three months of me doing it, nobody saying a word to me about it or saying it was wrong. Take it from me, if you need a job, make sure it pays well enough just in case the dissatisfaction doesn't add up.

Management is overworked and therefore underperforms. They are in back to back meetings all day in their office and nearly nonexistent if you need their help. The weekly quotas of interviews, placements and hires are nearly impossible to meet with nonexistent management in office which leaves the recruiters to act as receptionists answering calls and fixing payroll issues all day instead of fulfilling their job descriptions. Then you will get questioned as to why you’re not meeting your numbers. Many new recruiters are set up to fail from the beginning. Not to forget the mentions of *big fancy bonuses* in the interview process but you must slave your life away to reach them, unless you are lucky enough to have competent management. This job is NOT worth losing the energy it drains from you. 

Top Job Titles	Average Salary
Sales support representative 22 salaries reported	$22.00 per hour
Entry level assembler 284 salaries reported	$22.02 per hour
Recruiter 85 salaries reported	$53,264 per year
Business development manager 41 salaries reported	$73,520 per year
Assembler 72 salaries reported	$19.28 per hour

Working at ManpowerGroup: Company Overview and Reviews

ManpowerGroup

ManpowerGroup Ratings

Popular jobs at ManpowerGroup

Salary Satisfaction

Job Seeker Tools

Employer Tools

Browse

Stay Connected