Pros
NOTHING SINCE Gaelle de la Fosse took over!
Cons
#1. Ever changing compensation plan, 5 times in 9 years. Currently everyone at the company is on the "draw". Yes, pay back the amount of money the company loans to you monthly to live. Let's not forget if you happen to not close a deal in a month your loan will be rolled over to the next month. The average person is receiving $4,666 a month (draw) gross. Average deal split is 10,000. Pay back your $4,666. Your commissions will be after taxes $1,500. Now mind you that's if back office can make sure the payment your client submitted was actually processed on time. Unfortunately they only have one person that's doing that now a very nice woman in Florida. Everything else has been outsourced including benefits. #2. Benefits, have a question talk to someone that can't answer your question . You are offered vacation time, but don't think about taking it if you're not billing. Actually don't think about taking it at all because while you're on vacation there's no one to back you up or help you out. 401k you're fully vested after 5 years . Medical benefits are mediocre and your deductible is high. Dental is disgusting which is Delta Dental they've held on to that company for years only because it's cheap. Vision is eyemed not very good but not terrible. There used to be a gym reimbursement quarterly but that's right they took that away when they put everybody on the draw. You do get paid for bereavement but do you really....because you have to pay back your monthly loan to the company. #3. KPI's, make 35 calls a day to clients. and log those in one system, because if you forget to do that even if you have an email from Outlook showing that you made a call and it's not submitted to Salesforce shame on you someone else can jump in and get the business. Send out 500 emails a day to potential through Salesforce. Well good luck doing that since you've been told you can only focus in on a certain area within your state and some states have four or five people in that area so you have to split those clients up. Add a thousand contacts from Zoominfo into Salesforce per month, do at least 10 interviews a week, have a call blocks every couple of days where you get to hear everyone speak while you're trying to concentrate on what you're doing, do your six client meetings a week in person (using your gas and cutting down on the time that you could actually be doing all the other administrative stuff you have to do). The company will pay you back once you put in your expenses into the system but you're waiting for that an average of 2 weeks. Let's not forget the training meetings which are absolutely not amazing. You have 30 to 45 minutes to learn a new system or something they're implementing they go so fast that you have to rewatch the video and thank God they record it so you can go back 16 times while you're on the one system listen to everything they tell you to do during training and actually try and mimic it so you're in compliance. Oh yes and let's not forget using bullhorn for candidates so everything has to be logged in bullhorn if you don't log something within 90 days even though you can have a text message, LinkedIn message or a phone call you forgot to log because you were keeping up with the ever-changing KPI's anyone who starts at the company will reach out to that individual and now that becomes their candidate. As opposed to back in the day you used to call your partners in the field and say hey I see a lot of emails going back and forth have you talked to this person in a while. Not anymore this is a true Cutthroat sales organization. #4, Commissions, making sure your commissions are accurate monthly. There is no one that follows up on clients when they're late and paying except for yourself. There used to be a collections team that would assist the people in the field but that's gone. Oh yes let's not forget making sure the producing director or the managing director follows up on commissions your owed by closing a deal with them. Because they receive a very high salary well higher than the people in the field and also receive 10% of everyone's Billings as a bonus. #5, Ever Changing team, I don't even know what to say with this one. Can't tell you how many partners made it through training for them to be gone within 3 months. So really you're always going to be by yourself. Especially when the producing director who manages individuals out of training tell those people not to trust their team members and only to ask the MD and PD questions. #6, the producing director and managing director are allowed to sell, doesn't matter if it's at your client or not and they receive commissions plus bonus based on the total GP the division makes. #7 the producing director is allowed to be put on a flip schedule to run a job and recieve commissions on closing that job...which means... The MD & PD has a salary, makes commissions along with a bonus based off of the GP their team brings in. THE FLIP SCHEDULE, was designed back in the day for individual contributors. Those are the people that are currently receiving a loan(draw) monthly were the MD and PD are not. Years ago the MD told the individual contributors hey I picked up this job order run with it. Because they made bonus on the total GP of the team. Now the PD gets to be part of a flip schedule for a job and their focus area as opposed to giving it to the people in the field. Meaning salary plus commissions Plus bonus on the individual contributors contributions. #8,Ever-changing territory for Indiviual contributors (unless you are billing). Territories used to be broken up by state or connecting States. You used to be able to assist people in other states. For example if you had a great candidate and someone in another state had a great job where your candidate would be great at and wanted to relocate either on their own or company paid. Apparently based on what the MD has said you're not allowed to do that anymore unless the candidate reside in your territory. Even if you've maintained relationships with candidates that are currently outside of your territory and you dealt with for the past five years . You need to flip those candidates to people in their current state and have no conversation with them moving forward. For example if you have no positions that are really moving and you have a great candidate you have worked with for years you can't look outside of your territory currently for any other job for this person. If you are billing, and you have a lot of jobs in your Market, and you pray to God your Market is booming with jobs you pretty much can do whatever you want. 5 years ago the territory was seven states. Two years ago they changed it to your state where you resided well that's for some people not all. With the clients that you had in the state you did not reside, those clients were slowly giving away to ER's they were located in the client state. There goes relationship building. #9, The company was built on temp revenue, " it's what kept the light on" sell, sell, sell.... well with closing all the offices during the pandemic saving the company 12 million dollars. People working from home which yes you did receive $50 a month for your internet usage and the wear and tear on your vehicle, gasoline, the time spent going back and forth to the office. Did make up for the time they put us on a $50,000 a year salary however, you did have to pay back $8,333 per month before you received commissions. #10, No one is treated the same even if you have the same title. It all depends if your billing or not, it also depends on who your MD is. Back in the day you're managing director would work with you help you in a positive way. The new MD's only ask you one thing how many deals have you closed this week where are you at in Billing? Nothing Else Matters to them!