The sourcing team excels in selling you on the role, but their candidate follow-up practises are beyond dreadful and absolutely wouldn't work in any normal, high-performance corporate TA environment. 1. You'll have to jump through hoops like a show dog throughout your candidacy, only to receive the bare minimum effort in return, and here's what you can look forward to: making several calls to unresponsive phone numbers/voicemail inboxes, slow/inconsistent messaging habits, unanswered/ignored emails, tardy interviewer attendance/sign-ins with no apologies - and when they decide not to hire you after three interviews, you'll get a canned boilerplate message - do not expect a call or genuine intent to communicate from your point-of-contact thereafter. 2. AMS's deployed external talent specialists seem to work with high status, world-class global clients which is excellent and certainly laudable in this economy, but their internal services talent acquisition team ruins that prospect and reputation by encouraging mediocre, disinterested and incompetent practises towards the very talent it seeks. Don't mistake these two aforementioned groups; they are *not* the same. 3. If you know who their clients are (some reqs disclose them/doing LinkedIn sleuthing), apply directly with the client and don't waste your time with these people. 4. Finally and most importantly? Heed the reviews that call this company a glaring red flag - it's exactly that.