Springworks Reviews

Thank you for taking out the time to review us. We are sorry for the experience you have had. Yes, we do reach out to employees for a Glassdoor review to help build an employer brand and get an unbiased truthful review. We work hard to ensure the truth is good, the reason is it helps us to create a brand plus it helps us to understand what is going wrong and then explain/correct it like explaining the “why” behind this review. Onboarding is a crucial part of any candidate's journey in the company. Asking for a Glassdoor review is an important step in this journey, having said that we are never biased in asking for it. Glassdoor ensures anonymity hence unfiltered truth. This helps us to get honest feedback and more importantly highlight the culture of the company. We are a full-stack JS shop (node/react) - that’s clearly updated in our JD as well. Yes, we aren’t building rockets but that does not mean our work is less challenging. Any work is challenging if done the right way for the right reasons. If there was a mismatch in the role vs what you were communicated then that is our fault and we apologize for that. Regards, Team HR

Thank you for reviewing us, first of all glad to see you liked the 100 percent remote work, our onboarding process and the benefits which we provide. The HR team at Springworks ensures that your onboarding and subsequent time with us is as smooth for you as possible. Saddened to see some of the things that you have faced while working with us. Starting with the reviews. Yes, we do ask for a Glassdoor and a LinkedIn review at two stages from the candidate, once after the offer is made and accepted (this is for our interview process) and secondly after the employee completes one month in the company. The reason for asking this at one month is because the onboarding is fresh and the employee is best put to give us honest feedback. That being said neither Kartik nor the HR team ever ask for a 5 star rating, we ask to simply review us, whether the review is positive or negative totally depends on us and how successful we have been in onboarding you. Also these reviews are a suggestion and an appeal from our side. It is not a compulsion and it is the employee's choice. Coming to training on products. The first thing we discuss with the new joiner in sales is the product, apart from this we do have an exhaustive sales handbook which has in depth information on products, it’s functions etc. Moreover, the first few weeks as an SDR at Springworks is to shadow and attend demo calls with their colleagues which helps them understand the product better,reach outs, the kind of clients we deal with, scenarios, pricing etc. work on their sales pitch and subsequently start on their own. We understand that without a proper knowledge about the product, selling it is very difficult. That being said, any role will have a success metric assigned to it, without which measuring performance is not possible. We have designed the onboarding process in a way to make you productive from day 1. It is important to give you a couple of quick wins at the start of your journey with us and this is only possible if you are already onboarded and ready to go. It sets the right tone and sets you up for future success. Regarding async communication. Yes, we feel that the future of work will be remote and async which means complete freedom for individuals to do things on their own time. While we push for async work we never discourage anyone from calling when necessary. However it comes with certain expectations, like you all other employees will have tasks running throughout the day and will have their own deadlines. Instant help may not be possible all the time. Exceptions can be made if it is a client requirement/urgent or cannot wait and if someone is denying help you can always escalate the same to the manager, if you don’t get a response, then to the HR and if further escalation is required eventually the CEO. The sales handbook is there for quick and easy reference to solve a query. With any role there will always be expectations and deliverables attached. A role’s success is defined by the performance metrics and numbers associated with it. Timelines are given to operate within a particular timeframe and how the business delivery is expected. Going above and beyond for a task which is assigned to you and going the extra mile in completing the task which was assigned to you to adhere to timelines are two different things. However at Springworks we always believed in timely and public recognition of your work and managers are encouraged to use EngageWith as much as possible. If you still felt that your work has gone unrecognized you could have escalated the same to the HR team. Coming to the last part. Mistakes and loopholes will always exist in a system or a process as with time the process demands changes. That being said, if there is a mistake in the system it should affect each team member in the same way in terms of efficiency for us to make some changes to it. If enough employees are able to sustain in the same process that we follow it cannot be deemed as a mistake/loophole in the system. Coming to leads. Leads for an SDR is one way to generate a business. Having said that, it is also important as an SDR one develops his/her own pipeline, reaches out to prospects via cold calls and emails etc. To develop his/her self and meet the challenges. All deals are not just closed through leads given. Going above and beyond would be to help the team with giving the feedback on why the leads which are generated by them are not good, what is the target group, how can you help them in streamlining the process. At the end of the day sales will be focused on numbers and revenues. It is not just about doing the bit but the overall efforts should result in revenue generation. Justifying the numbers is a part of a bigger picture that led us to have that conversation where it was needed. However, all things considered we would look into your feedback to see what better we can do. We thank you for taking the time out to review us, and appreciate your detailed feedback and some of the pros that you have mentioned. We also apologize for the experience you had while working with us. Thanks & Regards, Team HR.