At Alexander Mann Solutions, 84 percent of employees say their workplace is great.

EMPLOYEE RATINGS

     

This review is based on 202 employee surveys, with a 90% confidence level and a margin of error of ± 4.29. It was published on Jan 8, 2018. 1815 Visitors

What Employees Say

I am able to take time off from work when I think it's necessary.
90%
 
People care about each other here.
88%
 
People celebrate special events around here.
88%
 
People here are willing to give extra to get the job done.
85%
 
I feel good about the ways we contribute to the community.
85%
 

What They Do

We asked Alexander Mann Solutions to explain what they do. Here is what they had to say.

We are the world’s leading provider of talent acquisition and management services. We deliver award-winning solutions to over 65 outsourcing clients and consulting services to hundreds more. Our aim is to help our clients attract, engage and retain top talent.

About this Company

Website: www.alexandermannsolutions.com Industry: Professional Services
US Headquarters: Cleveland, Ohio, 44114 US Sites: 2
Major Locations: New York, New York, 10022 US Employees: 447
US Revenues: $48.5 million Worldwide Revenues: $1,140 million
Employees Worldwide: 3,691 Corporate Structure: Private
Founded: 1996

AMS Leadership Training - Sales & Commercial Awareness

Perks and Programs

We asked Alexander Mann Solutions to share a few programs they feel really capture what's unique about their workplace. Here is what they had to say.

  • Flexible Working: We at Alexander Mann Solutions want to enable an agile workforce while continuing to attract and retain quality, diverse talent. As a result, we launched our global flexible working program to increase the take-up and consistency of flexible working experiences across our business. Our overarching objective is to have a more agile workforce in order to respond quickly to the changing demands of our clients, to embrace wider business trends, and adapt to the new world of work. This includes employing remote workers, a ‘liquid’ workforce and varying work patterns across our operations – from part-time and homeworking to sabbaticals and job shares.
  • Referral Scheme: We want Alexander Mann Solutions to be a business that our people recommend to others – and in turn we want them to recommend their networks to us! Success, in life and in business, depends on the strength and quality of relationships; we believe referring ex-colleagues, friends or relatives to work for Alexander Mann Solutions is rewarding for our employees in more ways than one. Not only do employees get to assist  referred individuals in their career by guiding them to new opportunities,  they also receive up to $1,500 per successfully hired referral, all while helping us to achieve our growth potential!
  • Health and Well-being Program: Our program encompasses physical, social, psychological, cultural and financial well-being. Our approach and objectives to cultivate an environment where our employees feel safe and heard were developed by listening to our people through our PulsePoint and Flexible Working surveys, and working in partnership with our Diversity and Inclusion Board and People Capital team. We’ve formed a Health and well-being employee network of 25 people from across our global business; each has volunteered to develop, drive and promote various initiatives including topics such as physical health, relaxation techniques, career needs, healthy eating, psychological well-being, mental health and more.
  • Training & Development EDGE: EDGE stands for  Empowering our people through Growth, Development & Engagement. EDGE is our global development framework that supports all our people to become the best they can be. EDGE content is hosted on our Learning Management System (LMS) where employees have access to a range of development options including: Videos, podcasts, toolkits, guides, e-learning modules, global interactive webinars, face-to-face classroom sessions, global coaching and mentoring network. With the wealth of knowledge and experience we have across our company, our ultimate vision is to enable truly collaborative and social learning, so you can upload your own development content to share with others too.
  • Diversity & Inclusion Program: We believe diversity of our teams, thoughts, and ideas are central to our values. It’s our differences that make us distinctive. As part of our genuine commitment to diversity, we want our employees to have a voice in what diversity and inclusion means at Alexander Mann Solutions.
  • Global Citizenship: Global Citizenship at Alexander Mann Solutions is about our impact on our stakeholders, our environment and our communities in which we operate. It is about much more than donating money to charitable causes – Global Citizenship encompasses the integrity with which we govern Alexander Mann Solutions, the values we have as an organization, and our commitment to being an ethical member of the global community.
  • Disaster Relief: We have a 4-step disaster recovery plan which entails a technology enabled "roll-call" employee well-being check. As we are communicating to the team, we immediately support as needed. Usually this involves transportation and/or housing support. If there are any catastrophic needs, such as long-term support needed to rebuild, we address the immediate needs first, and then work with leadership (and sometimes the region as a whole) to support. For example, our population was greatly impacted by Hurricanes Harvey and Irma in 2017. We were able to provide immediate housing support for some of the individuals impacted as well as raise funds for those with larger catastrophic needs.
  • Employee Committees: We have an employee-led group dedicated to fostering an engaged workplace, focused on contributing to the community, enjoying time with colleagues (both inside and outside of the office), having fun, and promoting AMS as a great place to work.
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COMPENSATION BY THE NUMBERS

50% Match of employee’s 401(k)/403b contribution up to 6% of salary80% Company-paid health coverage for employees
80% Company-paid health coverage for dependents 80% Company-paid health coverage for part-timers
30 hours Weekly hours required for part-timers to receive health insurance

COMPENSATION PROGRAMS

  • 401(k) or 403b Program
  • Stock options
Volunteer Day spent in the very best way...with Puppies and Kitties!

WORK-LIFE BALANCE BY THE NUMBERS

27 days Paid time off after one year of full-time employment 13 days Paid time off after one year of part-time employment
6 days Paid sick days after one year of full-time employment 6 days Paid sick days after one year of part-time employment
27 Days Paid time off as of first day of full-time employment 13 days Paid time off as of first day of part-time employment

WORK-LIFE BALANCE PROGRAMS

  • Flexible schedule (25% use it)
  • Telecommute option (80% use it)
  • Job sharing (10% use it)
  • Compressed work weeks (5% use it)
  • Onsite Amenities (weekly fresh fruit delivery, onsite dry cleaning services, Starbucks brand coffee, cafe style kitchen with TV, game room with foosball and air hockey, snack and soda machines)

FAMILY CARE BY THE NUMBERS

60 days Job-protected maternity leave (including FMLA/STD) 40 days Fully-paid maternity leave (does not include personal vacation or paid time off)
60 days Average length of maternity leave new mothers take10 days Job-protected paternity leave (including FMLA)
10 days Fully-paid paternity leave (does not include personal vacation or paid time off)10 days Average length of paternity leave new fathers take
60 days Job-protected parental leave for adoptive parents (including FMLA)30 days Fully-paid parental leave for adoptive parents (does not include personal vacation or paid time off)
*Employees are not required to use all their personal paid time off before taking parental leave. Not all employees are eligible for parental leave benefits.

FAMILY CARE PROGRAMS

  • Lactation room(s)
  • Paid sick leave to care for a child or relative

HEALTH INSURANCE COVERS

  • Mental health care
  • Alternative treatments (such as acupuncture, homeopathy, or chiropractic)
  • Fertility treatments

Community and Environmental Impact

8 hours Paid time off to volunteer $4,500 Philanthropic donations in last year
Yes Recycling program Yes Locally-sourced food program

Diversity

  • Senior Manager - HR Business Partner, Americas is responsible for the success of formal recruiting and retention diversity goals
  • Written policy prohibits discrimination based on (at a minimum) age, disability, race/ethnicity, religious beliefs, gender and sexual orientation
  • Formal programs (such as resource groups, mentorship, networking, or other affinity groups) support professional development for: Under-represented racial/ethnic minority groups; Women; Lesbian, gay, bisexual or transgender employees; Disabled employees
  • 5 events a year connect employees with peers from different racial/ethnic, religious or country-of-origin identities
  • Non-birth parents in same-sex relationships can take parental leave

Leadership Diversity

 

Workforce Diversity

 
Authentic Leadership Training

DEMOGRAPHICS

 
Annual Holiday Party - at the Great Lakes Science Center

How to Get Hired

We asked Alexander Mann Solutions for some inside information on how to get hired at the organization. Here is what they had to say.

What key characteristics tell you a prospective employee will be a great fit for your company?

All our people, at every level, must be able to: Be Determined to succeed; be resourceful, decisive, and tenacious in pursuit of challenges; focus on continual learning and self-development; show resilience in the face of obstacles and learn from setbacks; manage relationships; work with other to become trusted partners; engage, collaborate and work effectively across boundaries, cultures and geographies; communicate with impact and influence; act commercially; recognize financial implications of actions and decisions; act with awareness of immediate and wider impacts; make appropriate use of data and circumstances; get things done; track and identify risks to success; take accountability for actions; identify better ways to achieve inspire others; take  time to share your expertise with others; give others an opportunity to show what they can do; share your goals, vision and expectations with others.

What can prospective employees do to get your attention?

Simply register for our talent pool. They don’t need to find the perfect role right now. If they just let us know they are interested in a career with Alexander Mann Solutions, share their aptitudes and register - we do the rest. As talent acquisition pros, we’re capable of matching prospects with opportunities now or in the future as they arise.

Are there any positions or types of candidates you are particularly focused on hiring in this coming year?

We firmly believe it’s not about a role, but rather transferrable skills and an embodiment of our values. If a prospect  is passionate about what they do, deliver it with authenticity, are distinctive from their peers and brave when it comes to creating the next generation of talent acquisition, then we'd love to talk to them. We can find a fit. If their values align with ours, we can offer a rich and varied career. Our people are the cornerstone of everything we do, which is why we don’t limit them by job descriptions and ridged roles, but instead look to hire the best in the market.

What should interested candidates do to find out more and get started?

Visit our website at alexandermannsolutions.com/join-our-team  This portal is dedicated to those who want to find out more about a career with us. It not only lets them search for an open position, or register for our talent pool, but also includes rich and insightful content that includes information on topics including: Life at Alexander Mann Solutions, our culture, career development, people stories, and more. All of this is tailored to provide an authentic look into what it’s like to work for us. We are fiercely proud of our workplace culture here at Alexander Mann Solutions and want top talents to experience it for themselves.

hiring Outlook

200 Forecasted positions to fill in coming year 85% Job Growth
18 Average applicants per opening 10,000 Total job applicants
40% New hires by employee referrals 25% Openings filled by current employees
33 Recent graduates hired 13% Voluntary turnover for full-time employees
* All figures refer to 12-month period prior to reporting, unless otherwise noted.

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