{ "media_type": "text", "post_content": "Anyone ever hear of a rule that requires employees of a WPP agency to inform HR or their manager before applying for a job with any other WPP agency? Recruiter says I need to do so before meeting.", "post_id": "5e713d9b738eb6001d522f4b", "reply_count": 6, "vote_count": 2, "bowl_id": "58eed54c016cce0010bbe9fa", "bowl_name": "Strategy & Planning" }

Anyone ever hear of a rule that requires employees of a WPP agency to inform HR or their manager before applying for a job with any other WPP agency? Recruiter says I need to do so before meeting.

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Speak with someone in WPP talent. I think those rules may be in the process of being revised.

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Good to know. Thanks for sharing.

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IPG has a similar rule but I think only once an offer has been extended

Thanks for the input. After further research, I found a handbook with this, among many other ridiculous rules. (E.g. limits to salary increases, required evaluation of candidate’s performance with current agency, steep penalties for non-compliance, etc.). And my sources tell me that candidates have not only missed out on opportunities due to non-compliance, some have even been fired from their current jobs. How any of this doesn’t violate antitrust laws is beyond me.

It is crazy because there is a lot of benefit for the employee to stay within their holding company (tenure toward vacation, 401k, etc). But they really make it hard/undesirable.

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They do. Technically before you interview but I just went for it and waited to get it once at the offer stage. I’d rather ask for forgiveness than permission. I wouldn’t inform HR.

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