Net2source is a workforce solutions and staffing company specializing in IT and engineering talent placement, project consulting, and managed services. The company connects clients with contractors and consultants across technology domains such as so...
Employees often describe a practical, fast-paced environment where you will gain exposure to a variety of clients and projects. Many current and former staff say they appreciate the learning curve — you will learn recruiting and vendor management skills quickly. Some employees note that support teams are helpful and that managers will step in when needed, while others mention that, at times, communication between offices can be uneven. If you value hands-on experience and variety, working at Net2source can feel rewarding.
The company culture at Net2source tends to be results-oriented and collaborative. Teams are focused on delivering to clients and meeting deadlines, which creates a driven atmosphere. There is a practical camaraderie among colleagues who rely on each other to close roles and solve client issues. Diversity of background is present in many offices, and there is often an emphasis on adaptability. If you are researching company culture at Net2source, expect a workplace where getting things done matters, and where informal mentorship often fills formal structures.
Work-life balance at Net2source varies by role and location, and you will find it to be flexible in some teams and more demanding in others. Recruiters and client-facing staff often face peaks in workload that will require extra hours around hiring drives or critical deliveries. Back-office functions typically report steadier schedules. Many employees appreciate that managers will try to accommodate personal needs when possible, but you should be prepared for occasional long days during busy periods.
Job security at this type of staffing and workforce solutions firm is generally linked to client demand and contract stability. There will be periods of steady demand where roles feel secure and other times when headcount is adjusted based on business cycles. Contract and contingent staffing businesses tend to have role volatility by nature, and employees should expect that organizational changes may occur. The company will often provide notice and internal options where feasible, but absolute stability cannot be guaranteed.
Leadership places strong emphasis on meeting client expectations and scaling operations. Senior leaders will communicate strategic priorities and often highlight growth targets and regional expansion. Management practices may vary across locations; in some offices, managers are hands-on and provide clear direction, while in others, employees may experience less structured oversight. Overall, leadership will expect measurable results and will reward teams that consistently meet client KPIs.
Managers are typically goal-driven and focused on deliverables. They will set performance metrics and expect teams to meet them. Feedback from employees indicates that some managers are excellent mentors who help with career development and navigate client relationships. Other reviews suggest that managerial support can be inconsistent, particularly in fast-growing teams where role definitions shift quickly. Performance reviews are usually tied to measurable outcomes, and managers will follow those frameworks closely.
The company provides on-the-job learning opportunities that are valuable for career growth in recruitment, vendor management, and client services. Formal training programs exist but are often supplemented by practical mentorship and peer learning. Employees will learn best practices through daily tasks and exposure to multiple industries and client systems. Investment in certification or formal courses may vary by region and business unit.
Opportunities for promotions are present, particularly for employees who consistently meet targets and demonstrate client-facing skills. Career progression typically follows a merit-based path, rewarding high performers with increased responsibilities or leadership roles. However, because business demand drives hiring, promotional timelines can be uneven. Ambitious employees who take initiative and broaden their skill set will find pathways to move up.
Salary ranges vary considerably by geography, role, and experience. Entry-level recruiting roles will typically start at modest market rates for the region, mid-level recruiters and delivery leads will fall in a mid-market band, and senior managers or regional heads will command higher compensation. All salary figures are market-dependent and will differ between countries. Candidates should review local job postings and discuss compensation bands during interviews to get precise figures.
Bonuses and incentives are a meaningful part of compensation for many roles, especially in sales and recruiting. Commission structures, performance bonuses, and referral incentives are commonly used to drive results. Incentive plans will be tied to placements, client retention, and revenue targets. Payout frequency and exact metrics will be detailed in employment agreements and vary by role.
Full-time employees will generally receive a standard benefits package appropriate to the country of employment. This often includes medical coverage, basic insurance, and leave benefits. Details vary by region and employment status; some contractors may receive different or limited benefits. Employees should confirm eligibility and coverage levels during onboarding or the hiring process.
Engagement efforts often include town halls, team meetings, and regional events that aim to keep staff aligned and motivated. Social activities and recognition programs are used to celebrate wins and top performers. During busy periods, event frequency may dip, but leadership typically prioritizes communication and occasional team-building initiatives.
Remote work support is available in many teams, with hybrid arrangements common depending on role and client needs. The company provides the necessary collaboration tools and virtual meeting setups to support distributed work. Remote roles will require discipline and clear communication with managers and clients. Candidates should discuss specific remote policies and expectations at the interview stage.
Average working hours will vary by function. Standard office roles will align with normal business hours, while client-facing and delivery teams may work beyond those hours during busy cycles. On average, employees can expect a 40-hour baseline with occasional weeks extending into overtime during peak hiring or project deadlines.
Attrition tends to be higher in sales and recruitment functions, which is common across staffing industries. Turnover can be influenced by market demand and individual performance. There have been periodic restructuring events reported in the sector, and employees should be prepared for adjustments if client contracts shift. The company will usually attempt to redeploy staff internally when possible.
Overall, Net2source offers robust learning opportunities and real-world exposure for people looking to build careers in staffing, recruiting, and workforce solutions. Strengths include clear performance metrics, client diversity, and opportunities for rapid skill growth. Areas for improvement include consistency in managerial support and predictability during market downturns. On balance, people considering working at Net2source will find it a solid place to gain experience and grow, provided they are comfortable with an outcomes-driven environment.
Read authentic experiences from current and former employees at Net2source
Worked with a knowledgeable finance team, good exposure to global payroll and compliance, and clear processes for month-end close.
Heavy workload during month-end, frequent last-minute requests, limited promotion opportunities and changing management led to unclear priorities.
Fully remote role with flexible hours, great commission structure for billable placements, lots of client exposure across staffing and recruitment projects at Net2source.
Internal processes can vary by team, onboarding paperwork sometimes slow, and communication from senior leadership could be clearer.
Supportive manager, regular tech training and access to online courses, flexible hybrid schedule. Good exposure to cloud-based projects and international clients at Net2source.
Compensation is a bit below market for senior roles, promotion cycles are slow, and occasional sprint crunches require long hours before deadlines.
