ManpowerGroup is a global leader in workforce solutions and staffing services, offering recruitment, talent management, workforce consulting and outsourced HR services. Headquartered in Milwaukee, Wisconsin, the company serves a wide range of industr...
“I like the team vibe — people help each other when the client load spikes,” said a recruiter who has been with the company for three years. Another consultant commented, “You’ll get exposure to big clients early on, and that can fast-track your learning.” A few employees mentioned that onboarding can be uneven depending on the local office, but most felt supported by immediate teammates.
Overall, you will hear a mix of stories: frontline employees praising hands-on experience and networking opportunities, and some corporate staff noting a more process-driven environment. If you are considering working at ManpowerGroup, expect genuine camaraderie at the team level and variable experiences depending on location.
The company culture at ManpowerGroup tends to be practical and performance-oriented. You will find people who are goal-focused, client-centric, and generally helpful. There is an emphasis on results and meeting client commitments, which shapes everyday interactions.
Diversity and inclusion are talked about openly. Many employees appreciate the multinational outlook and the chance to work across markets. At the same time, some teams can feel conservative and process-heavy, so cultural experience can vary between client-facing offices and corporate functions.
Work-life balance at ManpowerGroup is usually described as reasonable, with busy periods around client deadlines and end-of-quarter targets. Many employees say they can maintain personal time most weeks, but you should expect occasional long days, particularly in sales and operations roles. For parents and caregivers, some offices offer flexibility that helps manage schedules.
If you are evaluating work-life balance at ManpowerGroup, consider that client-facing and revenue-generating roles are the most likely to require extra hours during peak times.
Job security is generally tied to client demand and market cycles. There is stability for employees in roles closely linked to long-term client contracts and internal corporate positions. Contract and contingent staffing business lines can be more volatile, as they depend directly on hiring trends.
The company will sometimes restructure teams to align with changing client needs. Employees in directly billable roles should expect variability tied to economic conditions, whereas those in governance and long-term projects will often experience steadier employment.
Leadership emphasizes operational efficiency, client relationships, and global standards. Managers are typically data-oriented and focused on hitting targets. Senior leaders communicate strategic priorities and often push for alignment across regions.
There are solid leadership programs in place, but execution varies by region. Some employees feel that mid-level management could be more visible and proactive in coaching. Overall, leadership sets a clear direction but the translation into day-to-day support may be uneven.
Manager reviews are mixed but mostly positive. Many people praise managers who provide clear goals, regular feedback, and advocate for their teams. Where issues arise, they usually stem from inconsistent communication and differing expectations between corporate and local offices.
If you are joining a new team, take time during interviews to ask about management style and examples of how success is measured. That will give you a better sense of what your direct supervisor will prioritize.
Training and development are a strength. The company invests in upskilling through online courses, sales training, compliance programs, and leadership tracks. Employees will find structured learning paths for recruiters, account managers, and emerging leaders.
Access to global resources is a plus; however, local implementation can be slower. Employees who take initiative will find many opportunities to grow professionally.
Promotion opportunities exist, particularly for high performers in sales and client delivery roles. The staffing business rewards measurable results, so strong performers often move up faster. For corporate and specialist roles, promotion can be more methodical and tied to openings and business needs.
There is a career ladder, but advancement can depend heavily on location, timing, and networking within the organization.
Salaries vary widely by country, role, and experience. As a rough guide in the U.S. market: entry-level recruiters may earn in the low to mid five-figure range, account managers typically land in the mid five-figure to low six-figure range, and senior consultants or sales leaders can reach high five-figures to six-figures plus variable pay. Compensation in other regions will be aligned with local market norms.
All figures are approximate and will differ by location and individual negotiation.
Bonuses and incentives are a key part of the compensation model, especially for sales and client-facing roles. There are commission structures, performance bonuses, and occasional company-wide incentives. High performers can significantly increase total compensation through variable pay.
Expect clear performance metrics tied to variable pay and a strong focus on achieving targets to unlock higher incentive tiers.
Health and insurance benefits are comprehensive in many markets. Typical offerings include medical, dental, vision, life insurance, and employee assistance programs. Retirement savings plans and matching contributions are common in regions like the United States and parts of Europe.
Benefits packages will vary by country and local office, so review the specifics for your location during the hiring process.
Employee engagement efforts include town halls, recognition programs, and local social events. The company often runs campaigns around diversity, wellbeing, and professional development. Participation levels vary, but many employees appreciate the opportunities to connect beyond day-to-day work.
During quieter seasons, engagement can be higher as teams focus on culture and networking.
Remote work support is generally good. The company supports hybrid and fully remote arrangements depending on role and local policy. Technology, collaboration tools, and remote onboarding have improved, making it easier to be productive from home.
Remote policies will depend on the team and region, so clarify expectations with hiring managers.
Average working hours hover around a standard full-time schedule, roughly 40 hours per week. Many roles may see 45–50 hour weeks during peak periods. Sales and client delivery functions will likely require more flexible hours to meet client needs across time zones.
Attrition is moderate and often linked to market demand and seasonal hiring trends. There have been targeted restructuring events in response to economic shifts, but widespread layoffs are not a constant pattern. Employees in contingent staffing lines may experience more turnover simply due to the nature of the business.
Overall, this company offers solid career opportunities for people who like client-facing work and measurable goals. The strengths include practical learning, global exposure, and a results-driven environment. Areas for improvement are consistency in local management, onboarding, and work predictability in certain roles. On balance, the company rates as a reliable employer with chances for growth for motivated individuals.
Read authentic experiences from current and former employees at ManpowerGroup
Interesting datasets and cross-team collaboration. Good tools and training budgets at ManpowerGroup.
Promotion timeline not very clear. Sometimes coordination between global teams is slow.
Good brand recognition, lots of client interaction and learning about different sectors.
Targets can be aggressive and travel expectations are high. Work-life balance suffers at times.
Flexible remote role, interesting client projects, and excellent support from leadership. ManpowerGroup pays on time and gives autonomy.
Can be busy during client rollouts, but manageable.
Good colleagues and steady daily routine.
Low pay for on-site work. Too many compliance rules and long approval chains.
Supportive manager, good learning opportunities and exposure to different industries at ManpowerGroup.
Salary growth is a bit slow; internal processes can be bureaucratic.
Flexible hours and friendly team.
Part-time pay is low and benefits are limited for hourly staff.
