Pros
- Great culture amongst individual contributors (not including management); even though you don't come to work to make friendships, the culture amongst individual contributors (sales reps) is really strong where you truly can meet some of your best friends. You can create genuine friendships and a strong network if you put yourself out there. I noticed that those friendships still last, and often times gets stronger, when someone leaves the company. That type of culture is not very common in other industries.
- Earning potential *can* be high (mainly depending on what sales team/specialty you're staffing): lower billing specialties tend to not make as much as higher billing specialties
- Opportunity for professional/person development: because the sales role includes a lot of cold outreach/acquisition, you do learn a ton of great communication, public speaking, and overall, sales skills which could benefit you long-term with or without remaining in the company.
- Prime location: this is a very surface-level "pro", but for some people location is everything. The office is located in a beautiful part of Raleigh with a ton of living options if you want to live close to work, and it only about 10 mins from Downtown Raleigh
Cons
- Retention is a huge issue: you will see many people go during your tenure year which is pretty common in staffing/sales, however, here it is very concerning. They are quick to make someone feel like the company is pushing you out which creates a ton of tension and angst each month
- Lower base pay for the level of workload: although you can earn a lot of commission, the base pay is very low compared to other staffing agencies and physician placements are a lot harder and take a little more time. For awhile, you will living off the base pay and, sometimes, it can feel like you're being severely underpaid for the amount/level of work and expectations that are set on salespeople
- Lack of strong/understanding leadership: a lot of the leaders are so far removed from the actual daily functions of the job, I sometimes think they forget how hard the job is and neglect to realize that the industry/job itself is not the same as it was 10-20 years ago when they were an individual contributors. I feel like a lot of leaders (mainly executive/senior level) believe that because they've been around for so long, their word is the correct word. Unfortunately, this is a huge hinderance to the business and I believe it creates stagnancy when it comes to overall growth of the company's performance. I wonder how much time do they spend continuously developing their knowledge on the current market, trends, challenges, and day-to-day functions. Just because you were great salesperson 20 years ago, doesn't equate that you'd be a great seller in the changing industry landscape 20 years later.
- Unrealistic expectations: this piggybacks of the last "con". Because leadership is so far-removed from understanding day-to-day functions, sometimes it feels like sales goals are set extremely high and can feel unattainable which leads to burnout and the retention issue that was previously described
