Project Advisor - Project Advisor Angi Employee Review

3.0
12 Mar 2019
Recommend
CEO approval
Business outlook

Pros

Work environment is positive and laid back for this position. Standards for metric is not pushy. You just have to perform the duty of connecting a customers lead to a contractor in network. Help them get that service. Make that call about 200 times a day. Free coffee and soda in the break room. Simple 8 hour shift and Monday thru Friday.

Cons

The pay starting off is a bit underwhelming for the position at hand. I mean yes this is a lead phone center position. It’s not sales but with a hint of customer service but the learning curve of how to earn money is always confusing and underpaid. This position would be great if the base pay was around 40k. I’m being paid hourly 1 dollar more than minimum wage. That’s pretty sad. Also no over time. Cause with this being a service being offered to the entire USA. I can’t make connections to west coast customers if I’m done with work by 5pm. So the pay sucks, But for entry level does it really? Yeah it does. The drive from other employees would be greater if the initial base pay was hire. Hell even Amazon gets 15 an hour and full benefits day one. On to that benefits and perks. You get the perks first on day one but not benefits. Ya know like health insurance. I have to wait 90 full days and have to be putting in full time hours. So don’t miss work if your sick. Come in to work and work sick. Wait there are people always out for being sick. Well ya know I can’t kick this bronchitis with real meds and now I’m having to get a part time job to pay for the medication. Thanks a tons.

Explore other reviews about Angi

2.0
29 May 2026
Recommend
CEO approval
Business outlook

Pros

The culture is generally positive, and leadership is accessible. Management is willing to meet with employees and listen to concerns. There are talented people throughout the organization, and the work can be rewarding if you enjoy sales and helping businesses grow.

Cons

The biggest challenge is the compensation structure. The company promotes uncapped commissions, but many employees feel earnings are effectively controlled through continually increasing quotas and changing performance targets. Revenue and nominal goals are adjusted so frequently that it can feel like the finish line is always moving. What's particularly frustrating is that the majority of the sales team often struggles to reach 100% of quota, yet goals continue to rise. This creates the perception that compensation expense is being managed through quota increases rather than by allowing top performers to fully benefit from the revenue they generate. Over time, this can discourage high achievers. Employees who consistently perform well are often expected to deliver significantly more results each year just to maintain the same level of compensation. When exceptional performance is met with ever-increasing targets instead of proportionally increasing rewards, motivation suffers.

1
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Angi Response
6d
Thank you for taking the time to leave a review. We are glad to hear that you find management accessible and enjoy working alongside the talented individuals across our team. We also hear your concerns regarding our compensation structure and quota adjustments. Our goal is always to balance company growth with fair, motivating, and rewarding compensation for our sales team. Your point about the importance of consistency and transparency in goal-setting is well-taken. Thank you again for helping us identify areas where we can improve.
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