Vanta reviews

Virtually no AEs hit quota. Targets are unrealistically high, and regional differences are ignored. AEs absorb all the pressure: endless calls, rigid playbooks, constant micromanagement, and zero work-life balance. Long hours become mandatory just to try to survive, but success is rare. The high OTE is a lie for most, only a tiny fraction reach it, while the majority miss badly month after month, leading to exhaustion and burnout. When reps inevitably struggle, leadership is cut-throat and morally wrong: misses are blamed as personal failures, feedback is dismissed as negativity, and people are swiftly “managed out” via impossible PIPs and blame-shifting.

High targets, all segments and all regions globally get almost the same 1.44m+ target (upmarket higher). Average deal size is ~15k. They track our performance monthly. You do the maths. You have to close 2 deals a week for a hyper specific cyber security solution with tens of low cost competitors. Fewer than 40% of reps hit quota consistently. Company policy is that if you finish below 60% of quota for 2 consecutive quarters, you’re put on a performance plan. This creates frequent performance management cycles and high turnover. Recent hiring spree doubled the size of sales and significantly increased SDR headcount, but onboarding and enablement haven’t kept pace. Competitive positioning is weak; most messaging focuses on “we’re bigger” rather than clear product advantages. Product fit is limited above ~1k headcount due to lack of customisation, as compliance workflows vary widely across enterprises. Most enterprise customers using barely any of the platform, lots of churn in this space. Customer churn is a significant challenge. Some AM months saw ~20% churn, with reps often penalised for factors outside their control (e.g. customers going out of business or invoice issues).