Pros
The only real positive is some of the people you work with. However, many of them leave or are let go within a few months. Because of this, it is very difficult to build genuine, lasting relationships. The turnover is extremely high, and there is little stability across teams. The training is mediocre at best. It may be somewhat helpful if you are completely new to the space, but it lacks depth and consistency.
Cons
Leadership lacks direction and clarity. It often feels like there is no real strategy, and decisions are inconsistent. Compensation is significantly below industry standards. The base pay and commission structure are both very low, especially considering the expectations of the role. There is an attempt to make up for this with office perks like lunches, but don’t let that distract you from the bigger picture: lack of stability, low pay, and poor overall employee experience. The senior living division, particularly in Tampa, feels extremely unstable. There is heavy reliance on acquisitions rather than building a strong, sustainable foundation. There are many promises made during the hiring process that do not materialize. Quick promotions to AE are positioned as a major opportunity, but the pay increase is minimal compared to the significant increase in workload and responsibility. As an SDR, goals are constantly shifting. When people start to hit quota, it gets changed, effectively moving the goalpost. This creates a frustrating environment where expectations feel inconsistent and difficult to trust. The turnover is not just high, it is constant. Many of the people you start with will not be there within a few months, either by choice or not. It is honestly discouraging to see how many people are let go. There is also a culture where people seem hesitant to speak up, which limits transparency and improvement.