Should I quit my job tomorrow?

I (29F) am a recruiter coordinating a team of 5. I’ve been there almost a year now. <br><br><br> The CEO’s advise to the team is, “do whatever needs to be done, we don’t want to hire more people unless absolutely necessary.” I like my coworkers but to a certain extent we don’t work together. When an!issue arises, I am expected to resolve it myself. If I’m unable to resolve it myself, I am told, “You don’t deserve to be a recruiter, we don’t need a recruiter who can’t even figure that out.” I’m not supposed to refer to previous emails for help. They don’t like it when I ask questions. I can’t go to my colleagues when I need help because they are expected to figure everything out on their own. <br><br><br> I had hoped to become a TA specialist here. We don’t have any TA specialists even though we’re a staffing agency. I am supposed to handle candidate screening and scheduling for a rapidly growing company. I love scheduling. I wish I could focus all my time on scheduling because it may be my most important project. But I’m also to do everything else, follow up with candidates, follow up with clients, follow up with contractors, follow up with the payroll team, follow up with the accounting team, follow up with prospects, follow up with managers, follow up with the employees. <br><br><br> I love, love, love the CEO and assistant manager. They are some of the most inspiring, intelligent people I’ve ever met. They are very articulate. I’m always very impressed when I hear them speak, but I feel so unhappy in this job. I feel so burnt out and underpaid. I’m not supposed to customize my candidate screening intake form so it just looks like a normal application. This is a problem because our clients have custom questions they want to ask. When I try to give the candidates the custom questions from the client, the candidate is annoyed because this is the second screening they’ve undergone. The candidate is annoyed because we don’t tell them the name of the client or job description. We don’t pay them for their time so it feels like we’re not valuing the candidate. I am not supposed to tell the candidate the name of the client. Instead, I’m supposed to tell them the job description and the industry. I am supposed to let the candidate know the salary, benefits, and culture of the client. I am not supposed to let the candidate know the name of the client. I feel like the candidate is owed the name of the client. I have the right to know my employer’s name, why should the client’s name be a secret? The candidate has to apply for the job twice. First they fill out our application. Then they fill out the application that we send them from the client. Sometimes when I send the client’s application to the candidate, the candidate is annoyed and says they thought they already applied. We don’t send the candidate’s application to the client until they have a positive background check. If the candidate has a negative background check, we won’t send their application to the client. We don’t tell the candidate if they have a positive or negative background check. We are not supposed to do the background check until the candidate completes the client’s application. This is a problem because the client’s application is several pages long. The candidate will take a lot of time to apply for the job, and then we run the background check if they haven’t already quit. <br><br><br> We require a background check even if the client does not require a background check. We require a drug test even if the client does not require a drug test. We don’t pay the candidate for the drug test. I’m not supposed to send the candidate’s application to the client until I get the results of the background check. A background check can take 1 week or longer. This is a problem when the candidate has already completed the client’s application. The candidate has already spent a lot of time applying for the job. The candidate is very annoyed when we tell them to wait a week or longer for the results of the background check. This is a problem because the candidate has already spent a lot of time applying for the job. We’re already sending the candidate’s application to the client so we should just send the application even if we don’t have the results of the background check. I’m not supposed to send the candidate’s application until I have the results of the background check. This is a problem for the client and the candidate. It wastes time and everyone is annoyed. I’m not supposed to send the candidate’s application to the client without the results of the background check. I feel like I should send the candidate’s application without the results. I feel like I owe it to the candidate and the client to send the candidate’s application without the results of the background check.