The company operates with a culture of disposability, where high turnover, reduced commissions, and favoritism are the norm. The company embraces the boiler room strategy. Most sales agents earn less than expected and leave disillusioned. While management claims to support employees, they regularly terminate staff based on shifting financial targets. Clients, too, are often misled—especially regarding the tax impact of the program, which is not fully disclosed until late in the enrollment process. I recommend job seekers and potential clients do thorough research and consider alternatives before engaging. Employee turnover is extremely high, with most sales agents leaving within 6–30 months due to burnout, lack of transparency, and unsustainable compensation structures. Commission rates have dropped dramatically—by as much as 60–80% since 2021—while new hires are often given inflated expectations during interviews. Rather than investing in talent development, the company frequently lays off employees while outsourcing hundreds of roles to lower-cost labor markets, such as the Dominican Republic. Policies and treatment vary widely depending on personal relationships with management, creating a sense of instability and distrust among staff. Clients are often not fully informed about the 1099 tax implications until after they’ve committed to the program, leading to confusion and dissatisfaction when unexpected tax liabilities arise. In many cases, clients could potentially get more favorable terms by negotiating directly with lenders—especially large banks like Chase—yet this option is rarely presented transparently.
