Equitable Reviews

1. You do NOT own your clients. Be careful when you sign your contract. When you leave the company, you are under a strict 1 year non solicitation agreement meaning they will sue you if you attempt to take any of your clients with you. Management will gobble up your clients and can do so at any time for any reason. 2. CHARGED MONEY TO LEAVE. Equitable will send you a bill for any commission they allegedly overpaid you when you worked there. A debt collector agency - Thomas George Associates - will reach out and demand you to pay - in my case of $12,000. 2. Pressure to sell to friends and family. Without a natural market you are forced to cold call or work their retirement benefits group where you sell high fee variable annuities to teachers. They recently settled a $50M fraud charge with the SEC as a result of non disclosure of fees. 3. Mandated to Sell Equitable Proprietary Products. If you fail to sell these products they will cut your health insurance and other benefits. 4. Base salary is $24,000 for 2 years and you get paid half your salary 5. Required to pay for your own cubicle, technology, E&O insurance, phone, laptop, license fees, etc. 6. As a result, the turnover rate is astronomically high. Management's goal is to hire as many unsuspecting young people as possible so they get paid a bonus. Then when that person fails out, they will gobble up the clients and enforce the non complete agreement.

Lack of appreciation, perpetually understaffed and overworked. The continuous change leads to a difficult balance of normal work and projects that are being put into place. Complex and overcomplicated processes due to the continuous change, there's just not enough time given to rework existing processes for the change being put into place and then you are negatively rated for when things break. They need to put a priority into the foundation before making changes by revisiting the processes and streamlining and correcting before making another subsequent change. Upper management doesn't put to action when they verbally say they value their employees. They need to hear what employees are asking for (more staff, work/life balance and more recognition) and understand the value their knowledge brings to the table before they leave. Flexibility and accommodations are needed for every person to have a healthy work/life balance. Overworked employees need to be supported with more staff and understanding of other priorities in life. Disappointed in the changes new management can make in a short time, severely impacting the way the department has been running for years.