Leap Reviews

While my tenure was brief, several significant issues became apparent during my time there, which I believe are important to highlight. Firstly, the leadership structure at Leap is noticeably homogeneous, composed entirely of white men. This lack of diversity is a missed opportunity for various perspectives and ideas and sets a tone of exclusion within the company. The CEO, in particular, demonstrates a concerning level of egotism. His leadership approach is characterized by a tendency to monopolize conversations, leaving little room for input or feedback from others. This one-sided communication style stifles innovation and creates an environment where employees feel undervalued and unheard. It is evident that the primary focus of the leadership team is on their own financial gain and the potential sale of the business. This self-serving attitude permeates through their actions and decisions, overshadowing any genuine commitment to the company’s growth or the well-being of its employees. This situation is particularly unfortunate because the employees at Leap are hardworking, creative, and high performers. It is a shame that these dedicated individuals are scrutinized and negatively impacted due to ineffective executive leadership. The talent and effort of the workforce are remarkable, yet they are overshadowed by poor decision-making at the executive level. The most disheartening experience during my time at Leap was how a recent layoff was conducted. Having just completed my 90-day period, I and other employees were abruptly laid off. This decision blindsided us and immediately locked us out of our systems, deprived of the opportunity to properly say goodbye to our colleagues and team members. The reason provided for these layoffs was budgetary, not performance-based. This cold and impersonal approach to such a significant event deeply unsettled and reflected the company’s disregard for its employees. My experience at Leap was marked by a lack of diversity, poor leadership, and a disconcerting focus on personal gain over collective progress. How the recent layoffs were handled further exemplifies the company's insensitivity towards its workforce. I hope this feedback will be taken seriously and lead to necessary organizational change.

-Micromangement: you will be slacked every 10 minutes of the day over some minute detail being presented as urgent and expected to stop your workflow and respond immediately -You are expected to work robotically and systematically without any critical thinking: every script should be word for word, you should only wear Leap branded material on camera, even though we're remote, your camera should reveal an office environment, not only do you have to hit your minimum dials, but you have to hit a certain number by a certain hour in the day. People were reprimanded for not following a systematic approach, even when they over-performed by over 130% and were leaders on the team scoreboard. - Churn and burn environment: one month of not hitting quota puts you at risk of losing your job, even if you've been at the company for 6 or more months - Not expected to use your PTO. In a sales environment, obviously taking a few days off can put you at risk of not hitting quota. Nonetheless, since you're at risk of being fired for an underperforming MONTH, there's an unspoken rule that you can't take PTO and expect to keep your job. -Cut pay. AE's salaries were cut and SDR's salaries were cut, despite a large hiring boom that expanded the team to 20 sales people/ TDRS/SDRS. -Numbers are inflated to look good so we can be acquired. Despite having almost no workable inbound leads (spam, duplicates, current customers coming in for support), marketing has been inflating MQLs by recycling 2 and 3 year old cold leads by the hundreds, artificially inflating MQL numbers. -Mass hired from Angi, known for their sleazy and manipulative sales tactics (encouraging people to pawn items to pay, open credit cards to pay, and wait on the phone while people deposit funds). -Inbound team expected to hit minimum dials for brainless work, despite not having enough inbound leads to set demos. If you set an outbound demo, you will not be compensated the outbound rate. Essentially we have to work outbounds to hit quota, but are not compensated with outbound demo pay. -Authoritarian, top down leadership. Whenever the team gives feedback about what tools would help or what tools are not useful, it is ignored. If we don't agree with the decisions, even though they dont drive results, we are told to leave. -Unlike most SaaS companies that pay your hour long lunch break, we were told "we get paid to work 8 hours" and we shouldn't be taking a lunch. -Despite the fact that watching AE demos is a great way to learn the product and enhance our selling ability, we were told we could not watch demos "on company time." We were paid "to work" and we needed to watch demos "in our own time" i.e. unpaid labor needed to succeed in the role. -Hard work is not rewarded. There is no growth path. Promotions are doled out on a personal basis for political and personal reasons instead of posting public openings with clear benchmarks for promotion. -The company will promise one thing, then bait and switch you. I was told this was an outbound position. In the interview, they switched and told me it was inbound for less pay but that I could promote. Instead months passed and they hired over 12 outbound TDRs. For another person, they offered a leadership position with hire pay and a percentage of money from demos booked. After he accepted the position, they rescinded the pay amount and told him he would not get a percentage of demos book. He looked for work elsewhere and was hired making over $30k base more (that's how qualified he is and underappreciated here.) Another girl was hired onto the FinTech team making substantially more in base pay, then was let go a month later saying they didn't have budget for the position. -AE's received negative feedback in their reviews despite being genuinely motivated, collaborative, and positive team members who always hit quota. -They fired the few people of color on the team and then the two of us left quit for better opporunities, better pay, better benefits, career growth, and a positive, supportive culture with equity in the company. - They expect AE's to work after their work hours for cheap spiffs. Working after hours is encouraged and expected. One spiff was a belt buckle. -The director of marketing and sales own equity in the company. Despite firing 3 managers in the span of less than 2 years, the director is not under scrutiny. Neither of these positions of leadership will be challenged because they benefit if the company gets acquired.