Imagine how much money they spent on severance, delays and headaches with headcount, time and money spent recruiting new hires, signing bonuses/relocation, onboarding/training, and most importantly decreasing existing employee morale.
How the he-l do you recruit talent to come to Sav with this baggage?
Okay Boomers
The leadership at Gulfstream really doesn't care about retaining employees. I've seen over the last 15 years with the company and 9 years in my current position all the perks and benefits they've trimmed and eliminated. Management keeps pushing more work and our direct managers are telling us we're doing a good job with a smile on their faces as long as they get their bonuses. When I started we had appreciation luncheons, gift & gift card giveaways, and even direct calls from our senior manager and director letting us know how well we were doing. This was when our department exceeded our goals of course. We do not receive any of the above anymore. It's time to start looking for opportunities elsewhere...
Nothing wrong with hiring kids. The issue will be retention. In over a decade at GAC I’ve only seen 1 recent college grad stick around for more than a couple of years. Mostly related to HR policies on advancement. Lots of good kids with long careers ahead of them have walked out the door for companies that will see their talents and contributions instead of saying no thanks at promotion time due to arbitrary HR policies on years of experience etc…
They are hiring young kids right out of school that are clueless.
Judging by the job board the answer is “not very well”