Hoffenmer Reviews

While the role is advertised as a Call Center Representative, it is, in practice, a high-pressure sales position. The sales-driven nature of the job is not clearly communicated during the hiring process. Training is unstructured and fast paced, and employees are expected to start selling soon into their employment, often before they feel adequately prepared or confident in the process. The company’s marketing tactics can be misleading, which frequently results in calls from dissatisfied clients seeking refunds. Agents are instructed to do everything in their power to deny these requests and are then left to manage the resulting frustration and hostility from clients without proper support from leadership. There are consistent delays in service delivery that do not align with the turnaround times promised in the company’s terms and conditions. This causes additional tension with clients, which again falls on the agents to manage. Favoritism plays a major role in the workplace environment. Employees with personal relationships to management are often given preferential treatment such as being allowed to work remotely or being exempt from phone and sales responsibilities. Instead of offering a 401k, management held the possibility of extravagant incentive trips over agents’ heads. These trips were tied to high, often unattainable goals that were never clearly defined. Agents were expected to meet these undefined goals, and even after putting in the work, trips were abruptly canceled when management could not determine what the actual requirements had been. Supervisors tend to micromanage and feedback is often delivered in a condescending, parental tone. The company also has a clear gender imbalance, with noticeably fewer opportunities for men. Male applicants, especially those who do not speak a second language, may find it particularly difficult to get hired.