Pros
There are genuinely talented, hardworking people across the sales organization, and many colleagues are great to work with. The company used to have a strong reputation in the MDM space, and there is still pride in what it once was. World class office building and amenities. Social events and internal culture efforts exist, but they can’t offset the broader issues.
Cons
The vast majority of sales reps earn zero commission because quotas are unrealistic and the compensation plan only pays out once 80% of target is achieved across three different revenue criteria. As a result, variable compensation is effectively out of reach for most of the team. Unfortunately there’s more - roughly two-thirds of the sales organization is placed on Performance Improvement Plans, often around the 12-month mark, regardless of prior results. PIPs are applied broadly as a management tactic rather than as a genuine development tool, frequently with minimal warning and goals that are difficult, if not impossible, to achieve. For many, the PIP process feels less like coaching and more like a structured exit. Sales is effectively run by an unqualified COO who came up through IT and has never carried a sales quota or led a sales organization. Despite this lack of sales leadership experience, the approach is highly top-down and enforcement-driven, relying on blanket PIPs instead of enablement, coaching, or a coherent go-to-market strategy. Morale is very low and turnover is constant. Partners and customers are increasingly frustrated by the revolving door of account managers. There is no consistent sales strategy, just frequent shifts in direction that leave teams disengaged and confused. Front-line managers are largely ineffective, as their ability to advocate or implement meaningful change is extremely limited. If you accept a sales role here, it’s best to view it as a one-year contract. Most people are gone by then.
