Recruiter advice; find a better company than Walgreens, most companies are - Recruiting Manager Walgreens Employee Review

Recruiting is at the bottom of the totem pole in the company, responsibility falls onto the recruiting team to bridge gaps of broken processes, 20 year old Applicant Tracking System, NO CRM and HR Information Systems process is not transparent for Hiring Leaders, HR, Finance or Recruiting. Recruiting finds out about open positions when the HRIS team builds the jobs to be posted, could be up to 2 weeks after the hiring leader requested the role to be filled (Process: Hiring Leader can't request job to be posted until the person leaves the company (Hiring leader could have known for a month they were leaving but can't request job to be built until person is off payroll), the job to be posted is built by the HRIS team NOT Recruiting and recruiting is not copied on any of this). Within 24 hours of requesting job to be filled the hiring leader is wondering when Recruiting will contact them to do an intake and start recruiting (Broken Process: Recruiting does not know the following; someone has put in their notice to leave, the Hiring Leader requested the job to be built and posted (can't request until after they leave to be out of the payroll system), the job is in building process with HRIS, job created, manual ATS approval process of Hiring Leader, HR Director and Finance Officer approve job to be posted finally the ATS alerts Recruiting of the job to be filled.) BAD work life balance, everyone (hiring leaders in particular) are so busy doing tasks there is no time remaining for talent acquisition, talent development, talent management or team building. Reactive culture, not proactive, you drown in emails leaving no time to focus on key responsibilities, your team's talent development or your own development. Finance controls all decisions (penny wise but dollar foolish). Finance budgets business unit/department payroll by open jobs not by the headcount ORG Chart that has already been approved . Their thought process is, the longer they leave a job open, the more money they save in payroll with NO regard to that department, business unit, stores, DCs and entire company destroying their performance, culture, work life balance and happiness. They rely on "Cascading" communications quite poorly from the Executive level to VP level and below. This puts HR and Talent Acquisition in the cumbersome position of communicating the denial to SVP, VP, Sr. Director, Director, Sr. Mgr & Mgr hiring leaders who frantically need to backfill an open critical position because Finance won't approve a critical role to be filled. Typically all leaders in the chain drop everything to loop in everyone on a huge email chain that escalates to the C-Suite level for approval to backfill already approved headcount. Resistance to remote work, requiring people to relocate to the Chicago area (HUGE Expense to the corporation "Dollar Foolish", reduces ability to attract exceptional diverse talent, increases time to fill open critical roles adversely affecting employee value proposition, company performance, work life balance and happiness).