Good Company, Great Entry-Level Experience, Minimal Up-Ward Mobility, and Significant Office Politic Drama
Pros
Pay. If you follow training, work diligently, and are not socially bankrupt you can make more money at this company than with nearly any other entry level job. The top 10-15% of marketers make upwards of 60k, typically in their first year out of school. Top sales people see 70k and up, often after a year of experience in marketing. Experience. This is a great company to determine if you fit in sales or marketing; they have hiring, firing, and refining down to a science. The in-home sales pitch, door-to-door marketing pitch, and especially the hiring "pitch" is scripted to the last jot and tittle. Following these scripts allows relatively talented people to have success, find confidence, and refine both their intra and inter personal skills. New employees are given all the tools they need to succeed in a high-energy, competitive, and encouraging environment. Mobility. Lateral movement is possible but difficult to attain. Top performers can move to sales within 4 months; others move into operations to take on lower pressure roles after several years of hard work and dedication in marketing & sales. Annual Trip. PHRG does it big every December; so big that many burnt-out employees avoid quitting for a few extra months just to go on the trip. In 2013 they took the employees to Cancun, rented out an entire resort for 3 days, and even flew Snoop Lion in to perform. Very cool stuff.
Cons
Long awkward hours, mandatory unpaid( no base, all commission) Saturdays, Holidays; over all very poor quality of life. Pressure to perform at high levels consistently to maintain job certainty and favor with management. Long hours and high pressure result in burn out. Find a way to handle it or leave. Taking paid time off is discouraged. Using PTO days consecutively is extremely discouraged. Pay structure can vary between offices, for management in particular. This obviously creates jealously and dissension in the ranks. Top level bonuses can change or be eliminated all together; again, for management. Gas reimbursements are minimal, and cell phones are required for daily work use but are not reimbursed. Middle/Upper Management constantly preaches about the ability to be the next VP in an effort to retain talented go-getters who are looking for more challenges and rewards. In reality, it is very easy to be a sales or marketing manager but upward mobility beyond that is near nonexistent. Regional Director and VP roles are seldom available and candidates are often groomed for several years; not as readily available as the regional VP's would like you to believe. Favoritism is blatantly evident influencing employees' shift schedules, quality of marketing venue, quality of core team, and ability to take paid time off.