Employee review - Sales Dialpad Employee Review

3.0
3 Nov 2021
Recommend
CEO approval
Business outlook

Pros

Great software product, high growth company, some great colleagues

Cons

Lack the understanding of the European market and managing staff remotely.

Explore other reviews about Dialpad

5.0
28 Jun 2026
Recommend
CEO approval
Business outlook

Pros

The people in Austin are great!

Cons

Nothing I love everybody in Austin, didn’t you read my first comment?

1.0
24 Jun 2026
Recommend
CEO approval
Business outlook

Pros

Definitely one of those tech jobs that you can call “full-time” but do in 5-10 hours/week and pick up another job. Thats about it for pro’s.

Cons

Been here a few yrs and have had 5 different managers. I hit quota about 1 quarter per yr which hasn’t got me fired because I get a new boss every 8 months (they all leave or get canned when the CEO changes the vision…again). Last month on an all-hands he said “if you want a work life balance, don’t work here” - which is hilarious and ironic because tons of reps make more at their other “real job” and he has no clue. The culture is annoying at best, toxic at worst. We have had like 1400 FTE’s for the last 3 yrs, over 1200 new hires in the past 12 months, the turnover is insane. I’m resigning this month so being super authentic here. Pay is below market value. The product is good…until the vision changes and we “have to sell” the new stuff. Genuinely feel bad for people who get hired here and it’s their only job.

3
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Dialpad Response
8h
Thank you for your candid feedback and it is unfortunate that you do not feel motivated to do your best work. We certainly have many who do. Management transitions are not easy, but are something we put a great deal of time and effort into. We have invested a great deal into our sales organization, and we hope that it shows. However, we are committed to continuous innovation (one of our core values) and we will always be evolving and improving. We hope that you find a work environment that is better suited for you.
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