This blog:
• is not associated with DHR International, Jobplex, Osprey Capital or the Hoffmann family, and in no way is trying to impersonate DHR International or its associates
• contains only publicly available information - there is no copyright material or personal & confidential information
• will not tolerate any hate speech or harassment

Some of the best reading on this web site comes from the comments. Click on the "Comments" link in the gray box under each post. If you don't want to leave an anonymous comment, feel free to email us with any tip offs at unofficial.dhr(at)gmail.com. If you are employed by DHR International or Jobplex, please email us from a personal computer or device. You can use an anonymous email web site, if you like.

September 29, 2015

DHR International's shady strike-offs in the United Kingdom

Part of DHR International's modus operandi is creating and disbanding corporate entities. So, if a former client or employee sues the company DHR International will quickly move their business in a particular market to another entity. This makes it hard for the former client or employee to enforce a judgment. This approach has worked for DHR in lots of countries outside the US, particularly in Europe.

A reader alerted us to a number of filings related to DHR International/Hoffmann in the UK. What is interesting is the number of these entities that have been subject to a strike-off actions by the UK SEC equivalent.

As our source suggested, "I have never seen so many compulsory strike-offs. [It] makes me wonder why these companies have been dissolved, why Companies House wanted to strike them off and what [DHR] are they trading through now."

  1. DHR International UK Limited; incorporated in 2006; secretary Geoff Hoffmann; dissolved in 2010 due to compulsory strike-off; subject to compulsory strike-off action in 2009
  2. Hoffmann Acquisition Limited; incorporated in 2011; director David Hoffmann; dissolved in 2015 due to compulsory strike-off; subject to compulsory strike-off action in 2013
  3. DHR Global Limited; incorporated in 2010; director David Hoffmann; subject to compulsory strike-off actions in 2013, 2014 and 2015
  4. Jobplex UK Limited; incorporated in 2007; directors David Hoffmann, Geoff Hoffmann; dissolved in 2009 due to compulsory strike-off
  5. Barrett Webb Limited (acquired by DHR); incorporated in 1989; directors David Hoffmann, Sue Rossiter, Nicholas Rossiter; dissolved in 2014 due to compulsory strike-off; subject to compulsory strike-off action in 2013
Please click on the company name above to see its tawdry history. The only entity that still seems to be in existence is DHR Global Limited. We would hate to be an employee or client of that entity, given it has had three compulsory strike-off actions in its short life.

Top of the hat to the reader who sent this information to us.

September 24, 2015

Lack of ethics at DHR International: information & comments from our readers

Update September 24, 2015: newest posts from our readers at the top.

The following posts are all submitted by readers either via email or comments.

Where necessary, they have been edited in order to meet our guidelines and to protect the anonymity of sources. If you have any information, please email us at unofficial.dhr(at)gmail.com. We will continue to update this.

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First of all, thank you for bringing DHR’s bad behavior into the light.  I enjoy now knowing their M.O. is firing consultants before they are paid out - I wasn’t the only one and wish your blog had been around at that time so I’d had the courage to sue them for my $50K+ commissions they owed me.  It still makes me mad all these years later.

I left JobPlex in July 2003 after working there just over a year and left to start my own firm.  I was doing all the BD, research, project management and candidate development all on my own at JobPlex anyway - I had nothing to lose.   They lied to me too about a number of things and are truly unscrupulous.

I would greatly appreciate you removing my name from the list please.   I’m thoroughly embarrassed about the JobPlex/DHR connection and want to distance myself from all things DHR.   Would you please remove my name?   It was a long time ago and when I realized what was going on, I got out.

Thank you.
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I worked for a DHR for a short while in the [deleted] office. The lack of ethics of the owners is incredible. They lie to clients. They lie to staff. Once the curtain was pulled back, I could see the nature of the Wizard and left immediately. 
What leaves me dumfounded is the people that stay there despite the transparency of what's going on given this blog and the press on DHR. Do they not realize if they don't leave soon, they will be unemployable when the house of cards topples? 
Certainly, the SHREK firm I joined after DHR sees DHR as a laughable place. It is worse than that but, unless you worked there, you wouldn't know how bad it really is. 
Thanks for the work you put into your blog. You are doing a great favor to DHR's potential hires and prospective clients. But I suspect those already at DHR must hate you - they should be grateful as you have given them fair warning, but they probably want to shoot the messenger for revealing what they already suspected!
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I came across your blog about DHR recently and was extremely shocked to see all of the awful litigation claims and stories of former employees.  I was shocked but not surprised at all based on my experience there! I do also appreciate you posting this blog so that current, former, and potential employees and clients can see how corrupt they are at DHR.  I would have never worked for DHR if I had known this information.    
I never want to be affiliated with them again!  Feel free to use the examples below but please do not use my name as a source.  I hope you understand that I want nothing to do with them now that I know how horrible they are!  
I am now in a high level position at [details deleted] and feel so thankful that I got out of DHR.  I worked in the [deleted] office for one year.  A few weeks after starting, I knew something was wrong and vowed to do my best and get out of there as soon as I graduated from grad school that year.  I know alot about employment law and was sickened at the discriminatory practices I saw happen there every day.  My office and consultants were not involved in that but I saw it across the board in other locations.  I actually really liked my consultants and coworkers/interns in our office.  I also worked for a top consultant in the insurance and pharma industry who both were top notch, above board, and who I learned alot from during my year there.  I was lucky and was assigned there searches exclusively throughout the year I was there which doesn't happen often.  However, for those 2-3 that were great, there were 100 who would do anything to place a candidate without a care about who they were or if they were the right fit.
Consultants were treated as gods and abuse of staff was common including degradation and harassment.  All night emails, phone calls, etc.   
Nepotism - you cover this a lot in your blog.  After a month, you find out who is related to who and that several key people reported to their relatives and had jobs way above their experience level with no explanation.   
Consultants would recycle resumes to put on candidate reports to show they were generating candidate lists.  However, most of the time, those candidates had no idea they were on the list! I knew several consultants who were guilty of doing this and it made me ill.  Candidates and clients had no idea this was occurring.   
Discrimination practices - Consultants would tell associates not to include candidates in a slate because the client was discriminating on age, gender, race, etc.  Happened all the time and many employees would put notes in the system to document this occurring. 
The Manager of all associates had to have a conference call instructing us to continue the behaviors but not put the notes in our database so we wouldn't get caught.  As an HR professional and Employment Law expert, my stomach churned when I heard this information.   
HR did not exist.  I had to take a medical leave because of a surgery and I found out we had no STD or LTD at the company! Also, the HR person (former admin to Geoff Hoffmann with no HR experience) did not know what benefits or leave I was entitled to and the Manager of the Associates did not either.  It took me four days of looking into the HR policies to direct my manager to the right procedure.  I was able to use vacation time fortunately but I was definitely not welcomed back after my leave.   
We had a game at one point of how many associates would leave the company in a given week or month! It was a horribly stressful environment.   
I appreciate you putting this information at the fingertips of those who may work there.  I found a large number of individuals at DHR didn't know how bad it was because it was their first job.  I was older when I joined at 30 (one of maybe 5 associates over the age of 30) so I knew better.  
Thank you again and keep up the good work! 
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I was an EVP in the [deleted] office a couple of years ago. When I was at DHR, they used to put together what they called "rep lists" or lists of representative assignments in an industry or market. These were portrait documents with company logos and search details.
Once an email went around the [deleted] practice group asking for consultants' experience in the [sub-industry] and I replied with my experience from my previous firm, [top-five firm deleted]. Next thing I know, the searches were added permanently to the "rep list". 
I think it is fine for a consultant to clearly label in a proposal that they've worked on a search at a previous firm. I was dumbfounded that DHR would claim this as their own experience in a permanent list and then share this with prospective clients. 
When I took issue with this approach with the Head of Research, I was told that it was David Hoffmann's policy to build these lists like this and they would not remove it. I promptly resigned as I did not want to be party to such brazen deception.  It was consistent with so many issues that I saw at DHR that I wish I knew existed before I joined.
I am sure however that if a potential client from that industry goes to DHR today, they will be sent a "rep list" that has my searches on it, even though they were nothing to do with DHR.
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NY is a mess. [EVP name deleted] is head of [practice group deleted] practice who refuses to speak with the global head [name deleted]. No one likes [EVP] but she's not been fired for whatever reason. 
There is no financial services practice at DHR and so CTP will lead in this area. But the men mentioned in the NY Post no less will be among the leadership. CTP was banned from Guggenheim, BNP, Blackrock, Wellington, BONY and I believe Wells. But at least one of those clients have said this ban will carry over to DHR. 
DHR cut people's pay without warning by 50% if you're not at quota. Then, they just stop paying you all together which happened to me. They want you to quit so they don't have to pay unemployment. No warning. Nothing.  
[EVP] moved the Head of Natixis HR while actively working on a banking search for the Bank. So clearly, they have no boundaries. 
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Thank you so much for designing and maintaining the site. It was a real eye opener to see all of the things that DHR has done and will be continuing to do. Clearly a bunch of unscrupulous individuals.

I am utterly shocked how they usually get away with this.

I will most definitely not be joining DHR and actually already have something new lined up. I feel particularly bad for all of the support staff and administrative employees who have been totally blind-sided by this.
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Unbelievable some of the court documents that you have on the site.  My Partners and I get calls from these guys all the time.  I shared the site with them too! 
DHR just acquired a company in the UK Veni Partners.  Interestingly one of the Veni Partners team, a respected guy called John Purkiss has already left! 
Keep up the good work.  I sounds to me that [CTPartners] and the Hoffmanns were made for each other!  Both their models are horrible.
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My company was acquired by DHR several years ago. How I wish all this information had been in the public domain then. You have heard most of this before - but take my advice and stay well clear. Consultants trampling through off limits agreements with impunity, a remuneration structure which seems generous but in which you effectively run your own desk as a self employed consultant with every cost deducted from your top line- even travel expenses; "the Draw" a scheme by which the salary payments of any below target consultant can be "suspended", and as previously mentioned a litigious and vindictive approach to any consultant to challenge the way they operate.
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Anyone who worked for DHR appreciates this blog and knows that everything on here is 100% factual. They are doing the world a service by exposing these issues bc DHR is extremely secretive and conducts unethical business. Not all consultants or employees are unethical but the company as a whole operates under unethical practices as I experienced daily. Keep up the good work.
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I was a Senior Associate with DHR for a number of years. I left when Spencer Stuart reached out to me and offered double my salary at DHR. No training, no real upward mobility and very poor compensation [at DHR].
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Today is Tuesday, 7/7 a week after CTPartners shut down and ceased operations due to the acquisition by DHR who decided that the New York Hub office did not need to be taken care of. We spent the last 4 days before closing - working for our clients and for what? No one had answers for us, no one to take a moment and speak to us as human beings. To blame CTPartners for this is only half the truth. DHR came in assuming to be the "knight" in shinning armour but what a lie. We were all left out in the cold, with no compensation and no severance. The only thing we walked away with was an extension of our medical benefits until end of July. Even if the remaining consultants in New York office would have gone with DHR at least we would have had an opportunity to be working, however, we are now with no employment. The support staff would be the ones to suffer the most as they do not make the monthly salaries that consultants, partners, etc.. take in. 
What a sad existence for a well known firm that its leaders would have played with their own lives and the lives of their own employees - our relationships were long term. Now we have to go and proof to the outside world and to search agencies while we look for work that this was not our doing. What bothers me the most is that the people and consultants and partners that we worked with do not even reach out to us probably because they do not know what to say to us. Instead of providing a helping hand they hide in their new positions. Very disappointed in my colleagues, but more in what DHR did to provoke and cause the fast and furious downfall of our firm.
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[DHR and CTPartners]: This is the scariest paring of 2 highly dishonest companies. DHR are master manipulators and CTP scam artists. Hopefully the markets will know these truths... I hope they spare Caldwell which is a good group.
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Firstly, thank you for creating this site and providing a much needed conduit for the truth. 
It is a sad indictment of corporate governance and regulations that DHR is able to get away with what many people would consider (at best) borderline-illegal behavior. I wonder if DHR’s clients share their (lack of) values? I doubt it. 
It will be interesting to see if the recruitment industry (including media) is just going to stand by and watch DHR’s actions from the sidelines or whether are there people who care enough about the reputation of the industry to step forward now and actively engage in the debate that is unfolding on this blog?
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A huge thank you to the writer(s) of this blog! 
During the course of the CTPartners saga, this has been the only source of accurate information on DHR International and its MO. The mainstream business media have not bothered to investigate DHR. This blog has. 
When I first saw the blog, I thought all this information about DHR International could not be true. But the blog is well written and supports the stories with verifiable details.
Having now seen DHR operating firsthand, I can see the incredible lack of ethics of the company. Thank you for opening my eyes to the ways of DHR and for saving me from making the worst career mistake possible. 
Please keep it up.
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DHR thinks they were magically get all of this new business (~$75M) because of these new people and offices in E. Europe and elsewhere...no way...DHR has done themselves a severe disservice by playing nasty with this acquisition, treating their own employees horribly and helping to destroy CTP which was once a good firm....word is now getting around in the client universe about them. 
I would not be surprised if clients didn't start blackballing DHR from work because of their unscrupulous and highly unethical behavior.
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They are about to do to Caldwell Partners what they just got done doing to CTPartners. If you are at Caldwell or CT, please read this site carefully. I wish I did before joining the company. The CEO will convince you, if you are a Partner level hire, that he is in the process of consolidating the market and poising the company to take on Heidrick and Spencer Stuart. This company is not fit to carry those two organizations' trash. 
Unfortunately, the acquired consultants will be forced to work for commission only. if you are an Admin or an Associate, prepare yourself for a huge payout. They only pay those folks between $50,000 and $70,000, no matter what market you are in. This company is a sweatshop, pure and simple. if you are a partner who generates more than $2M in revenue, they will fire you, keep your money, and sue you if you legally challenge them for your wages. They are the business version of the Chicago Mafia, pure and simple.
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Thanks for building this site...at first I thought you were just some angry slighted individual trying to be a pest in DHRs side....Now having seen how DHR operates first hand I am aghast with incredulity. 
DHR International as an organization has demonstrated themselves to be about as sleazy an entity as you could imagine in modern day professional services. I am actually surprised that any clients would do business with them given their secretive an nepotistic structure, inexperienced and arrogant CEO/senior leaders, track record of aggressive litigation and complete lack of things that are actually important to the client.
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Good slant on this mess on seekingalpha (http://bit.ly/1dg4ZH9) This guy’s nailed it in the comments: 
“This is the strangest and slimiest deal making I've ever seen. An employee leaves CTP for DHR, files a discrimination lawsuit and then it gets planted in the NY Post. Why would the Post dig into court documents without reason into a company so small and inconsequential?
Then DHR buys 5% of the stock and makes a $7 bid. Then DHR sells some stock for "liquidity" reasons?” 
And this. 
“Alternatively they could pull in just a few people, kill CTP and avoid acquiring CTP and its debt. 
Watch house of lies 2nd and 3rd season, I could swear this is a real life re-enactment. They even called it with a sexual harassment suit.”
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As an employee of CTPartners, I can tell you that DHR have been dishonest from the start. 
We had a firm wide call with Geoff Hoffman at the start who was sunshine and positivity. He assured CTPartners employees that DHR were excited about the partnership and knew the two firms were a 'great fit'. 
We've had no communication since then. After Monday's press release, CTP employees are only slowly realising that DHR are not acquiring CTPartners as a whole, not even specific CTP offices. They are cherry picking the individual consultants - and leaving the rest of the staff with nothing. Leaving DHR off the hook for payment of notice period or redundancy. 
I'd like to reiterate that CTPartners employees have been told nothing - only that 30th June is 'probably' their last day. No communication on next steps. No notice period, no redundancy, just a final payslip. Whether or not this is legal in countries outside of the US is surely questionable. I can only hope that staff are seeking legal counsel and or reaching out to the press.
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DHR are the laughing stock of the search industry. This blog provides some much needed transparency to these Chicago mobsters and shows the world who they really are.
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As a DHR employee I can tell you that this website is treated like Voldemort in the Harry Potter series: He-who-must-not-be-named.
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I am a female ex DHR EVP. It is worse than a boys club: it is a nepotistic boys club. The current CEO is the Founder's son and had no commercial experience outside DHR. He also had very limited search experience. 
As a woman, I was a second-class citizen. The women in the firm all knew that David Hoffmann favored male consultants. David's daughter worked in the firm for a while, but David thought she should raise children like his wife and Geoff's wife. That's the approach.
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This is an outstanding blog. A colleague at my new firm saw it and he finally understood why I hated my time at DHR and I left
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Unofficial DHR Monitor, good on you for welcoming these kinds of comments. When someone refers to a "dung heap of a blog", you know you have hit a raw nerve. 
When they don't support their inflammatory label with any contrary information, you know you are dealing with someone without the power of logical debate. The commenter in this case has shown how weak the argument in support of DHR is. 
The strength of this blog is that it is fact-based. You do an astounding job of tracking down the information and supporting your posts with evidence. 
Don't let the turkeys get you down! Keep up the good work.
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I think the average US DHR consultant would do $300,000 to $400,000 in billings. There would be only a small number who do the claimed average $1.8 million!
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Thanks for the response. Glad to see you guys on on top of things. I've been amazed by the information you've managed to unearth on DHR. The company is definitely not a model citizen in the business world. Keep up the great work.
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I used to be at DHR. It is not a place where there are 'open' communications.  
The Hoffmanns are private and there is almost no performance information shared with senior consultants. They take the attitude that it is a 'private' business and information should remain 'private'. I have also been at a partnership which is private. There the Partners even shared information with junior staff. That's not the DHR way. 
Even worse, DHR don't share much about the people. Consultants would leave and there would be no communications. You'd simply notice the name removed from the website.
DHR is not an open place.
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Greed is greed.  
Evil is evil.  
DHR is DHR.
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How disgraceful. I hope no clients in Australia or anywhere else that matter would be stupid enough to work with an unethical firm like DHR International. 
You are only as ethical as the company you keep!
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How can the Australian government allow this? They allow DHR with their hundreds of millions of dollars to leave the country and not pay their employees, taking lots of cash and property with them? To add insult to injury, the government then picks up the tab! Then DHR acquires CTPartners and re-enters the Australian market. 

Who would be stupid enough to work for DHR?

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How can someone say: "There is no room for embellishment" and then run a company that lies through its teeth? Hypocrites!
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Such an incredible list of lawsuits for a relatively small firm.
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DHR are renowned in the market for short-changing their consultants, researchers and other employees. Like others, I was fired them for no reason other than they got to hang onto my bonus. I couldn't afford the attorney's fees to go after them. 
My advice to those at CT Partners about to work for DHR International: resign and go work for a reputable firm. You have been warned.
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What's scary is how much money DHR has at its disposal and how they use it to attack anyone who dares challenge their way of "doing business." It reminds me of the aggressive legal tactics used by the Church of Scientology.
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I have worked at a number of companies and have personally never seen such a complete lack of ethics and rampant illegal behavior as I did while at DHR. It is so ironic and scary that one "ethically challenged" (to put it kindly) company is attempting to take over another "ethically challenged" company. It's just wrong that DHR not only gets away again and again with such behaviors, but profits enormously from it.
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This happened to me too. I once had the misfortune to work for Geoff and David Hoffmann. I was terminated, without cause (in breach of my employment agreement) within four weeks of being due my annual commission. I lost over 60 per cent of my annual salary. DHR are scum. Any self-respecting CTPartners employee would be well advised to walk away, should DHR successfully acquire them.
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I have worked at a number of companies and have personally never seen such a complete lack of ethics and rampant illegal behavior as I did while at DHR. In my own opinion, the behavior noted by [name deleted] regarding Pravesh Mehra is just the tip of the iceberg. It is so ironic and scary that one "ethically challenged" (to put it kindly) company is attempting to take over another "ethically challenged" company. It's just wrong that DHR not only gets away again and again with such sleazy behavior, but profits enormously from it.
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I am ex DHR, performed very well, but behavior of the leadership was very poor. The consultants at the firm they are trying to acquire need to beware.
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How can you be #23 in the world and claim to be #1? Perhaps they are innumerate as well as unethical…  

No, DHR are good at counting and keeping other people's money. 

It is funny that they are watching this blog and not changing their website!
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I feel sorry for all the people who made the mistake of joining DHR International.  
I think this is a great blog as it shows the real story of the smoke and mirrors that is DHR International. At least now prospective hires and maybe even clients should be able to find this blog and realize it is not worth jeopardizing their own reputations by joining this poor excuse of a firm. 
Thanks for shining a light on DHR International.
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DHR is a house of cards and lies. Always has been and you don't know it until you leave there... I'm embarrassed to say I ever worked there. Disgusting behavior... and for David Hoffmann to publicly chastise Brian Sullivan in the NY Post is hilarious. What a hypocrite! I've witnessed abhorrent behavior inside of DHR. Disgusting. How has he amassed so much wealth? By screwing over the people who helped build the company. Don't know of anyone who's made more enemies.
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DHR International are blatant liars! I think I will report them to the Federal Trade Commission for false advertising. They lie about their geographic reach, number of offices, ranking and qualifications of the team. They lie to people about what they will pay them. 
These fact checks prove that DHR lie to clients, lie to consultants and lie to candidates.  
Do they lie about their track record of searches? Do they lie about their candidates' qualifications?
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Boy! These DHR International clowns will say anything to make them sound bigger and better than they really are. I feel sorry for their clients who they seem to like to mislead.
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This is not just embarrassing for DHR International, it goes to ethics. How can someone be all over the press telling people they need to be honest and at the same time being highly inaccurate on their own website. It is incredible! 
My guess is that David Hoffmann's bio won't reappear on the site, but they will create a whole new section. 
Btw his LinkedIn profile still has the same lies. It was only created recently.
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Interesting. I am currently an Executive Vice President at DHR International and we often note the fanfare of internal emails and external media releases when new consultants join. More often than not, these new consultants disappear in the middle of the night and there's not even an internal email to notify us. 
... 
Thanks for this blog. We are all watching it closely.
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It is a bit striking to see so many lawsuits from and against former regional Managing Directors of a major executive search firm - a professional service provider who is in the "people" business - it speaks to either the lack of competency in the firm's own ability to hire leaders for itself, and/or how it treats its team members. Whether they are in the 'right' or in the 'wrong' on these numerous lawsuits, either way - it shows incompetence or mistreatment, and I would be very wary to either join the firm or to retain them as a service provider. A bit of a blight for the executive search sector.

September 19, 2015

Staggering churn at Jobplex

There's a firm out there with even more churn than DHR International! It's DHR subsidiary Jobplex.

We would encourage any potential recruits considering joining Jobplex to use the list below to find people they might know, call them, and take references on Jobplex. This is what competent recruiters do in their day to day - why don't you do it when it comes to your own career?

Some notes on the list:
  • We do not claim this is a complete list. Please lets us know if you know people we've missed or we have misspelled names.
  • We have tried to exclude people still at Jobplex. Please let us know if you are still there and we will remove you from the list.
  • An amazing number of people that were listed on Jobplex web site or in press releases have expunged Jobplex from their LinkedIn profile. We guess they regard it as embarrassing to have worked for Jobplex.
  • We will remove innocent people from this list if they request us to do so, and mark them as "(Name removed on request)" to ensure that the scale of departures is shown. Please see this post for more information.
Recruiters who have left Jobplex in recent years
Adam Shandler
Adam Wilson
Allen Jones
Ali Fischer
Allicia Hahn
Allison Halpern
Allison Sinert
Allison Springer
Anastasia Sodomka
Andy Hyman
Andy Sandler
Annemarie Curry
Annemarie Penny
Anthony Haley (President, Europe)
Barbara Mattson
Beth Gordon
Bethany (Jindra) Herrera
Bill Chaney
Bill Mattox
Bill Wohlfeil
Bob Aylsworth (CEO)
Bridget Papanicholas
Brooke Govert
Brooke Wilke
Carol Altshuler
Carolyn Caruso
Chad Kindel
Chad Pinkston
(Name removed on request)
Chelsea Lewellyn
Chet Marino
Chris Gustanski
Chris LaCamera
Chris Sonnet
Christine Sonnek
Christopher LaCamera
Cindy Breth
Clement Wigger
Clint Browning
Clint Merriman
Curt Hedeen
Cynthia Fitzmayer
Danielle Glynn-Kavanagh
Darryl Miller
Dave Fedorcsak
Dave McKeon
David Snyder
Deborah Rocha
Derina Adamczak
Don Earle
Don Richards
Edward Weeks
Eliza Stoker
Elizabeth (Liz) Wilson
Eric Edwards
Eric Kingue
Erin Doyle
Florence Haber
Freddy Kalles
Gary Lavan
Gary Leverette
Gina (Rowlee) Secrets
Gregg Aprahamian (MD)
Greg Cavill
Hank Sanger
Hindi Forton
Ina Miller
Iva Colulon
J. L. Baker
Jami Votruba
Jamie Baisley
Jamie Cassedy
Jason Rios
Jeanne Rossetti
Jeff Gittel
Jeff Marolt
Jeffrey Struve
Joe Strain
John Durkey
John Perry
John Watters
Jon Gordon
Josie Johnson
Juan Taquechel (MD)
Justin Power
Justin Thomas
Karen Anlauf
Karen Pinkman
Kate Fishburne
Katie Beeler
Katie Brown
Katie Kahn
Kelly Kress
Ken Feldman
Ken Miller
Kevin Clegg
Kevin Hahn
Kevin Kucera
Kevin Vick
Kimberly Bynum
Kirsten Knutson
Krystal Samuels
Larry Cabaldon
Laura Sheets
Lawrence Vasell
Lee Shap
Leslie Button
Lou Canellis
Luke Wyckoff
Lindsay Walter
Mark Moore
Martin Byrne
Mary Kozlova
Matt Wilke
Maureen Westerman
Michael Boyce
Michael Friar
Michael Howard
Michael Schiler
Michael Sterling
Michael Sweeney
Michelle Pietchel Ricker
Mike Galiasatos
Mike Paddock
Nick Rogish
Paige Hopkins
Parker Hardwick
Peggy Marchant
Peter Keseric
Peters Antons
Raymond Thurber (MD)
Rich Klein
Rob McLeod
Rob Miller
Rob Sibbrel
Robert Daugherty
Robert Elam (MD)
Robert Gutierrez
Robert Miller
Robert Zuzack
Ron LaGrow
Ron Senchesak
Ryan Morelli
Ryan Stecewicz
Sarah Roth
Scott Bates
Scott Coleman (MD)
Scott Eckley (MD)
Scott Faurot
Sean Lyons
Shalonda Young
Shawn Feite
Stephen Bernhardt
Stephen Scheier
Steve Aylswoth
Steve Goering
Steven Oberhofer
Steven Saperstein
Steven Ziegler
Susan Wilson
Tanner Bailey
Tara McKernan
Tel Newhart
Teresa Saucedo
Terry Shade
Thomas Hunkins
TJ Carlson
Todd Myers
Tonay Tucker
Trent Jackson
Troy Turner
Ty Miller (MD, San Francisco)
Vivian Harper
Will Caggiano
Zeena Gregg

Recruiters still at JobPlex
Ana Paula Montanha (also claims to be at DHR International)
Benjamin Godfrey
Brian Livingston
Brian Schakel
Charles Albert
Christopher P. Oldham
Charles "Chuck" McClellan
David Braun
Don Zinn
Jane Loop Pomar
Jay Velinder
John Hussey
John Martin
Justin Hirsch (also claims to be at DHR International)
Martin Coover
Martita Mestéy
Natalie Brooks
Paul Gaeke
Rich Fisher
Russ Riendeau
Steve Elias
Susan Gottlieb
Terry Boles
Tina Winner
Tom Goodrich

September 8, 2015

DHR's treatment of employees

This is the first in what we expect will be a series of guest posts submitted by a former Manager at DHR in Chicago. We have protected their identity. Please feel free to send in your own stories to unofficial.dhr(at)gmail.com


I recently discovered your blog and was delighted to see that someone is exposing these criminals! I worked for DHR International in a Manager capacity in Chicago in the summer of 2012 and left after 3 months due to what I saw as unethical behavior and breaking the law. 

Based on my 3 months of working there, this is what I observed. I actually started looking for a new job 2 weeks after I started because I was so appalled by some of their business practices:
  1. Geoff Hoffmann, the CEO, did not know the difference between exempt and non-exempt employees, even with his MBA from the University of Chicago. Makes one wonder what he did learn! He had no idea that clerical people such as receptionists, who did basic clerical work every day, were required to be paid overtime if they worked over 40 hours in a week. When I tried to educate him on the difference between exempt and non-exempt employees, his response was, "Let's just sweep this under the rug for now! We don't have time for this!"
  2. I met with their "contract" CFO on my second day of employment. We talked about employment procedures. She told me that they didn't pay out earned and unused vacation when employees resign. I asked her why, since this was a law in Illinois, and her response was, "We try to get away with as much as we can."  I thought she was kidding at first, but she was completely serious.
  3. They did not pay their interns one penny, even though there are so many new laws that basically state you must pay interns unless they are adding absolutely no value. Many interns were taking the place of a full-time employees and not getting paid - they were screening resumes, doing phone interviews, checking references. I brought this up with Geoff Hoffmann, and again he told me to keep quiet about it.
  4. Geoff would ask me to communicate bad news and then strictly instruct me that the news did not come from him. For example, he had me tell some people they weren't getting a raise when it was 100% his decision. This was specifically his direction - he told me, "Under no circumstance should you tell them this was my decision."  Way to hide behind others, Mr. CEO!
  5. There were so many family members working there who absolutely were not qualified. I specifically recall one VP who told me that the Hoffmanns gave her a luxury SUV of theirs to drive; she was some close family member or friend of theirs who was unethical, mean, and very unprofessional. They kept promoting her even though I have no idea what she even did for the company and she lived in another state. She made over $100,000 a year and she barely did any work at all. 
  6. Their "executive assistants" were so underpaid that it wasn't even funny. They were offering $30,000 for an executive assistant to support 3 or 4 VPs in downtown Chicago, and they required a college degree and 2+ years of experience. Anyone who knows Chicago salaries knows this is laughable because they can easily go somewhere else and make $50,000 or more for the same job. I tried to discuss this with Geoff Hoffmann; he acknowledged the pay was low but said the company was not going to do anything about it. 
Joining DHR International was one of the worst career decisions I ever made; they enticed me with a nice office, good salary, and fancy title. I'm sure they do that to others who are then horrified once they find out the truth.

Eventually this company will go out of business and those involved will probably end up in jail.

September 7, 2015

The raison d'être and philosophy of this web site

Why do we maintain this web site? Well, we believe that people have a right to know the real story behind DHR International. This includes clients, candidates, prospective employees, acquisition targets, competitors, service providers and current employees.

The DHR model has been operating since the early 2000's (although they claim earlier). We've found (and continue to find) lots of lawsuits from the early days where the victims hid their stories from the world, perhaps seeing their stoush with DHR as a personal failure; they probably felt isolated, as they weren't aware of the extent of DHR's pattern of behavior. Perhaps in retrospect these victims should have been more public so that others did not befall the same tragedy, as many subsequently have. This web site shines a light on DHR and serves as fair warning to anyone contemplating dealing with them. It may comfort the many past, current and future DHR victims so that they realize they are not alone.

Those at DHR (or about to join DHR) need to understand the impact on their personal reputation of remaining with DHR. We have received emails from people who have worked for DHR saying they were aware of some (but not all) of this and always felt a sense of discomfort of being at DHR. They have thanked us for reinforcing the correctness of their decision to leave. To those still there: we all find it difficult to deal with cognitive dissonance. It is uncomfortable to be told "the emperor has no clothes" and that your employer is unethical. The right thing to do is reflect on whether you think there is any truth or not to the information we post

If you believe even some of our posts: you need to decide whether you wish to be associated with this organization; you may also wish to think about whether you could quickly become a victim of the DHR aggression. Many of the DHR victims were good performers and DHR got greedy.

If you do not believe our posts are supported by the evidence we share: you should definitely stay with DHR as you are the right cultural fit.

We believe in:
  • Freedom of speech. The First Amendment gives everyone the right to express their views. While Blogspot gives us the ability to moderate comments, we have chosen not to do so. We allow readers to comment on our posts even anonymously. We have decided we will only delete posts if they don't meet Blogspot's requirements. So you will find some comments that are critical of us. These are our favorites as (unlike our posts) they're never supported by fact. We'd be happy for DHR to officially respond to any of our posts. We know they monitor this web site closely. We know they have tried to get Blogspot to take the site down. We know they have tried to hack into our account. Even if they are successful, rest assured we have a backup of the site and (like DHR when they get kicked out of a market e.g. Europe or Australia) will pop back up.
  • Facts. You will see that most of our information comes from publicly available sources including lawsuits, press stories and web sites. We try to avoid rumors unless we have some degree of proof. In fact we have received many emails from with non-public information on DHR - these detailed stories of married MDs at DHR sleeping with their employees. However we haven't published these.
  • Focusing on the perpetrators. Our magnifying glass is pointed at DHR International, their owners (the Hoffmann family) and their senior leaders, especially those that have been complicit in bad behavior. In bringing the situation to life, we do refer to those who have been at DHR, particularly those that have been targeted by the DHR litigation machine. We think it is important to allow people to know who they can reach out to when they are doing their due diligence on DHR. One reader posted a comment also applauding this site but wanting their name to be removed as it comes up on Google searches. Well, we are happy to do so if a person appears clean. If you are listed in the post detailing former DHR employees and don't want your name there, please email us from at unofficial.DHR(at)gmail.com and request we remove your name. And, while you are at it, please share with us some stories on DHR particularly if you can support the stories with documents.
  • Protecting our sources. We allow people to comment or email under their own names or us anonymously. However we do not need to name you as a source.
  • Comprehensiveness. We love to uncover all of DHR's nefarious activities wherever they occur in the world. Mostly the stories come from here in the US, where DHR are most active. But there are stories from Asia, Latin America and Europe too. We think we have only scratched the surface. Based on the emails we receive, we expect there are many, many more stories about DHR that we cannot yet share until we get more information to support the stories. By the way, we have had some people email us from different countries thinking we are based in their country. Sorry to disappoint: one nice feature of Blogspot is that the URL automatically changes based on your location; e.g. unofficial-dhr-international.blogspot.co.uk in the UK, unofficial-dhr-international.blogspot.com.au in Australia or unofficial-dhr-international.blogspot.ca in Canada.
We don't believe in:
  • having to cover the "good features" of DHR. One comment to one of our posts complained we don't talk about all the good features of DHR. We do not see this is our role and were surprised by the comment. DHR have a well oiled PR machine that shouts from the rooftops e.g. when they complete a minor assignment. The self-righteous commenter did not point a finger at DHR saying they need to tell the world about the bad things they do! As noted above, unlike DHR we do allow and welcome comments and so DHR or others can point out the good things about the company (if any).