Pros
The Dublin office is very well located. It comes with the usual perks that you now see in high tech companies : flexible workspaces, breakfast and lunch, yoga classes... The technology is very impressive and there is a lot to wow your customers. If you want to get into real time advertising, Quantcast is very advanced. However the strategy for growth renders the quality of the solution completely pointless. The sales methodology and sales training is excellent. If only the sales team and the managers put that into real practice instead of just repeating the keywords like parrots!
Cons
Quantcast has a bad track record when it comes to managing people. I had seen negative reviews before I joined, and I heard negative feedback from my personal network including recruiting agencies. The team I interviewed with for sales convinced me it would be just fine. Little did I know that it was going to be such a mess. Here's what I struggled with: - Don't get fooled by the titles! A sales manager is in reality an account executive in charge of new business. - Inexperienced managers who have never worked outside of Ireland but need to cover areas like DACH, Southern Europe or Israel and have no clue - No territory policy : I ran a report in Salesforce which showed me that just before someone joins the company, the other AEs put the "juicy" accounts under their name and sit on them just by principle. - This means that new people are not allocated a fair and relevant patch, and are left with either cold accounts or accounts with no budget. - This also means that sales people are fighting for the same accounts and it fosters a culture of mistrust. - Managers refuse to discuss the territory issues and will beat you on the head about your quotas even though you have a dry patch. - If you join as an AE, you may eventually be promoted to senior AE, but after that it's limbo. Teams are too small to require more managers, and there is no career path to a field role. Since I left, the SDR programme seems to have been scrapped. some markets have been closed down and a large number of people in leadership roles have left (voluntarily or not). When it comes to people, everyone is smart and capable. But here's very little recognition from managers: they put more value on someone who's been in the company for 15 months than on someone who brings more sales experience. It's very difficult to change the way things are done, however hard the sales enablement team tries (and God knows they try and they're good). Cases of bullying are frequent. Usually brushed under the carpet. It's particularly true in the local offices in continental Europe. Commissions are not calculated on the amount of the deal you closed. They're calculated based on the budget invoiced to the customer and paid on a quarterly basis in the following quarter. EX: your Q1 commissions (Jan to March) will be paid in May. Bear that in mind. HR is a joke with no insight into what people do, no exit interview for terminated contracts, and an apparent disregard for churn. They seem to live under the delusion that there are hundreds of candidates queuing at the door.
