If you're considering working here, proceed with caution — especially in sales or roles tied to commission and field performance.
While I started with optimism, my experience quickly deteriorated due to a toxic combination of inconsistent policies, poor leadership, and shifting goalposts. I consistently exceeded quota, but was placed on a Performance Improvement Plan immediately following my return from documented sick leave. This felt not only retaliatory but unethical — especially given that I had met targets and was actively managing a high-value portfolio.
Payroll & Contract Issues:
Non-recoverable draw was withheld or miscalculated, despite being contractually guaranteed.
Territories were frequently restructured to favor preferred salespeople, often without transparency or valid business justification. Deal ownership was inconsistent and heavily influenced by internal politics or your standing with management — not merit. Additionally, the published sales quota was misleading; even when you exceeded it, leadership often claimed your performance still "wasn’t enough," moving the goalposts arbitrarily while refusing to give real metrics.
Delayed or disputed PTO payouts and lack of clarity on earned commissions.
Toxic Culture & Mismanagement:
Management will manipulate where deals are assigned or credited, depending on internal politics and favoritism. This affects not just your ability to earn — but your credibility and role stability.
The role was sold to me as remote with only Mondays in-office — yet I was pressured to be in-office every day from 8–5 and still expected to work 12+ hour days and weekends.
Instead of supporting high performers, leadership doubles down on micromanagement and top-down pressure, especially when you're at your most vulnerable.
HR & Leadership Accountability:
Rather than correcting issues, HR and leadership often deflect, delay, or deny. They avoid putting anything in writing, fail to follow their own policies, and disregard basic legal protections.
