Bruce's Story...And suggested common sense Air Force Recruiting Service improvements. Thanks for helpin' me when I needed it most, Bruce!
I read with great interest Airminder's Air Force Recruiting page. 
I share much of his anguish, as nearly the same thing happened to me. 
However, my story had a slightly different twist.  I recruited in Ohio from 
1992 to 1994.  I lasted only 25 months in Recruiting Service. AFRS wasn't 
kidding about the long irregular hours, but I was prepared to meet the 
challenge.  In my rookie year, I struggled but made just at 100% of my 
quota (recruiting Service likes to refer to quotas as "goals").  The following 
year literally fell apart, as I ended up at a little over 30%.  See, when a 
recruiter makes his/her quota, everything is hunky dory (which admittedly, 
is a good feeling).  However, when your quota isn't being met, life is hell. 
The 8 to 8 shift is a common practice plus Saturdays.  One chief even called 
to say that he didn't care if you had to come in on Sundays to make phone 
contacts (I think not!).  My supervisor and I definitely held vastly different 
management beliefs.  Recruiting Service is numbers driven, and I wouldn't 
hire an applicant unless I was sure they could cut the mustard in the AF.
Here's the twist...it wasn't just myself who was struggling.  Matter of fact, 
over 75% of the squadron's recruiters were struggling.  Unfortunately, a few 
squadron key  personnel took it upon themselves to start jockeying the 
numbers to keep their bosses off their backs (gee, I guess they now know 
how I felt).  Well, they got caught at their game and it resulted in the 
commander, Sq superintendent, ops chief, trainer, and one of the flight 
supervisors being relieved of duty for cause.

Before all this happened, they relieved me of duty for cause.  I received a 
letter of reprimand, relief action letter, a MSgt promotion redline notice, and 
a referral "2" EPR all dated the same day.  Basically, they told me that I was 
scum, but I kept asking them, "What did I do that was illegal?"  Of course, 
they refused to answer that.

In the end, I successfully petitioned for my stripe back and had the "2" EPR 
permanently deleted from my records.  Despite all this happening back in 
1994, I still harbor resentment to only 1 individual in that group.  Believe it 
or not, I have long since forgiven the commander for what he did to me. 
However, I will never forgive the superintendent for what he put me through. 
He was the one who obviously filled the commander with bad advice. 
I still rejoice at the fact that he retired from the Air Force in total disgrace.
Now, as for comments from MSgt Jeff S., his comments are something I 
definitely expected of a career recruiter. My first office partner was exactly 
like that. Don't get me wrong...not all successful recruiters cop a "holier 
than thou" attitude.  There are silver- and gold-badge recruiters who are real 
good people.  Some successful recruiters go as far as saying that "there's 
no such thing as rank in recruiting.  Oh really.........like my Dad once told 
me, "It doesn't matter what the job is.........stripes are stripes!"
Since leaving Air Force Recruiting Service, I have been in a position to help 
any displaced recruiter I meet, because chances are that they are seeking 
justice just as I did.  As a final thought on this subject (because I can go all 
night telling you what I think is wrong with Air Force Recruiting Service), I 
feel that HQ Recruiting Service needs to do a top down review of how they 
do business. Here are some suggestions:

1. Quit treating recruiters like crap if they don't make quotas! If you expect 
every recruiter to make their quota every month, then you're expecting utopia.

2. Do away with the pro pay for every person NOT on production. If you do 
that, then you'll see who the real die-hards are who stay around.  As I recall, 
HQ Recruiting Service did this at their level and there was a mass exodus.

3. Recognize that ALL ZONES ARE NOT CREATED EQUAL!!!!! Base quotas at 
flight level instead of recruiter level.

4. Rate recruiters on their efforts to recruit, not the numbers they put in. 
Compare San Antonio (the gateway to the Air Force and easiest zones) to 
San Francisco (in my opinion, the toughest zones in the country) and you'll 
see what I mean.

5. Recognize that many things happen that are beyond the recruiter's control. 
Things like additional law violations and unplanned pregnancies. In other 
words, when it comes to applicant control, knock off this "recruiter 
accountability" crap.

I had the distinct privilege of serving in an outfit whose motto is:
"One Team, One Fight"
AFRS, please think about that motto. If you strongly disagree with what I have said, feel free to contact me. We'll talk.

Jot a note to Bruce...

Return to Airminder's All About Air Force Recruiting Page.