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GHA Technologies Jobs in Washington, DC


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30+ days ago

Sales Computer and Technology Solutions – easy apply

GHA Technologies Washington, DC

GHA TECHNOLOGIES WHEN SERVICE AND DELIVERY COUNT!! Celebrating our 25th Year of Service! Recognized as Microsofts 2013 Western Regional SMB… GHA Technologies


GHA Technologies Photos

GHA Awarded Microsoft’s SMB “Southwest Area Partner of the Year” for FY13
Condusiv Minneapolis Luncheon - July 2013
Condusiv Minneapolis Luncheon - July 2013

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GHA Technologies Reviews

3.7
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George Hertzberg
32 Ratings
  • Helpful (3)

    Let the Truth be Known....

    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Former Employee - Regional Sales Manager in Columbus, OH (US)
    Former Employee - Regional Sales Manager in Columbus, OH (US)

    I worked at GHA Technologies full-time (Less than a year)

    Recommends
    Positive Outlook
    Approves of CEO
    Recommends
    Positive Outlook
    Approves of CEO

    Pros

    Company that is truly in growth mode with money to invest in its people and training.
    Uncapped commissions - the sky is the limit.
    Excellent relationships and support from partner OEMs
    Work from home / Be your own boss.
    Mentor program for guidance and support while ramping up.
    An almost unlimited book of products and services to sell.
    Excellent Opportunity for the right person.

    Cons

    Initial ramp up bonuses are tied directly to a performance metric that includes total number of outbound calls and specific email language in appointments set. Not conducive to many sales methodologies that many sales people (including myself) use in the field.

    Ramp up period is VERY difficult for anyone without the financial backing to weather the storm. Because initial commissions / bonuses are paid (up to) over 60+ days after start date. New employees should be able to live income free for a minimum of 90 days from start date.

    Advice to Management

    This job could have been wonderful for me - and I'm sure it's a very good fit for many people, HOWEVER,...the plain and honest truth is that many people can not afford to live income free up to 3 months while ramping up their business. Although GHA does provide initial bonuses and even very high initial commissions, these payouts are not realized for up to +60 days from start. In many cases +90 days. It is for this reason alone I was unable to stay on board. I had many opportunities built, meetings scheduled, momentum building, then I realized (after 30 days of putting in effort), that it would be 30-60 days before I would begin seeing income. I could not financially withstand that burden, I began moonlighting as a waiter to make ends meet, and I eventually marginalized GHA out of necessity just to put food on my table. If I would have had the financial means to be financially sufficient for 90 days from my start date, I would have been successful.
    My advice is quite simple to management: Pay a non-recoverable draw that is NOT based on your own sales methodology / performance metrics for the first 90 days. The proof is in the pudding - You have employees in some states, where the state requires you to pay the draw regardless of meeting goals. I'm sure you have a MUCH lower churn rate from these states. If you are going to invest in a salesperson, don't invest 50% (only covering training week and travel),..invest the full 100% and make sure they can truly concentrate, work hard and put 100% back into GHA. GHA is living the old cliché of "if you don't put 100% in to it, you'll never get 100% back out of it." Spending the money on training and travel then cutting the cord financially while new employees struggle to get started just doesn't work in most cases. And just to clarify, I talked to several other former employees who were in the same boat as me: too financially strapped to weather the storm but initially very opportunistic and motivated.

    Rethink your initial ramp up period & pay. Give everyone a chance to make it by having a "probation period" for the first 90 days. Pay the 500 draw regardless of performance metrics per week and eliminate the draw after 90 days. You can then tie performance metrics into a bonus plan after 90 days. Cut ties from anyone that either is not beginning to produce or is not following your preferred sales system of cold calling.

    Wish I would have had money in the bank. I'm sure I would still be there today.


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