In October 2023, Robert Half placed me in a contract-to-hire position with one of its clients. After approximately nine months as a contractor, I was converted to a full-time employee in September 2024. During my time with the company, I received an "Exceeds Expectations" performance review, qualified for the full annual performance bonus, and ultimately left the organization in good standing after accepting another employment opportunity.
During my employment with the client, I filed formal HR complaints regarding race-based discrimination and workplace concerns. Despite these issues, I maintained strong performance, was converted from contractor to full-time employee, received an "Exceeds Expectations" review, qualified for the full annual performance bonus, and ultimately resigned in good standing after securing another opportunity.
After my position was eliminated during a company restructuring at my most recent employer, I contacted my former Robert Half recruiter, Lauren Becker, regarding new opportunities. She arranged an interview with another client, and I was transparent about my limited availability that week while also offering greater availability the following week.
During the interview, the hiring manager informed me she was conducting the interview from an airport while traveling. I found her demeanor unprofessional, as she appeared disengaged, frequently looked away from the camera, maintained closed body language, and rolled her eyes while I was speaking. Following the interview, I informed my recruiter that I no longer wished to be considered for the opportunity.
What concerned me most was what occurred after I withdrew from consideration for the position. Approximately one week later, I was informed that Robert Half had contacted a Copywriter Director from my former Robert Half contracted employer and that he had provided negative feedback about me.
This individual was not my direct supervisor, did not conduct my performance evaluations, and did not oversee my day-to-day responsibilities. To the contrary, my employment record reflects that I was converted from contractor to full-time employee after approximately nine months, received an "Exceeds Expectations" annual performance review, qualified for the full performance bonus available in my role, and left the organization voluntarily and in good standing after accepting another opportunity.
Because this individual worked at the same company where I had previously filed formal complaints with Human Resources regarding race discrimination and workplace treatment, I was surprised that his opinion appeared to carry significant weight in evaluating my candidacy. After much reflection, I became concerned that the feedback may not have been objective, particularly given my documented performance history and the fact that he was not responsible for managing or evaluating my work.
My concerns were further influenced by workplace interactions I personally witnessed while employed there. During one meeting, I observed this same individual the Copywriter Director, publicly correct and laugh at a Hispanic Creative Director regarding his pronunciation of a word. The Hispanic Creative Director explained that English was not his first language, yet the interaction appeared to create discomfort and embarrassment. While others may interpret the situation differently, it contributed to my concerns regarding the workplace culture and sensitivity toward employees from diverse backgrounds.
I also learned that when the client company converted several contractors, including myself, to full-time employees, Robert Half was reportedly not directly notified of the conversions. Instead, the company engaged an outside CPA to calculate contractor hours and internally transitioned employees to full-time status. I include this information only because it forms part of my overall experience and understanding of the relationship between the client company and Robert Half.
