Pros
The company does offer some potential for learning, especially if you’re early in your career or looking to gain experience quickly. Compensation can look promising on paper if you somehow manage to hit their KPIs (though this is highly unlikely). Some talented and hardworking employees stick around, though turnover makes it hard to build long-term relationships.
Cons
1. Extremely High Turnover: The turnover here is among the highest I’ve seen. Employees are leaving constantly, and departments feel like revolving doors. When teams are this unstable, it creates chaos, lack of support, and an unsustainable workload for those who remain. 2. Unrealistic KPIs and Compensation Structure: The compensation plan is structured around KPIs that are nearly impossible to achieve. The goals feel disconnected from market realities and what’s actually attainable. This adds immense pressure, leading to burnout and frustration when employees inevitably fall short. 3. Products Struggling in the Market: The company’s products are not gaining the traction leadership hopes for in the target markets. Instead of re-evaluating their approach, management doubles down, adding pressure to employees who are tasked with selling products that don’t align with market demand. 4. Toxic Work Culture and Retaliation: Speaking up is risky here. Management claims to value feedback but tends to retaliate against those who raise concerns or challenge decisions. This creates an environment where employees feel silenced and undervalued, further eroding morale. 5. Unstable Leadership and Lack of Direction: Constant turnover isn’t just happening at the employee level—leadership seems to be in flux too. There’s a lack of consistent vision and direction, and decisions often feel reactionary rather than strategic. There's a reason they have lost a senior director and a VP of sales enablement in less than 8 months (one of which they hired and fired in less than 4 months)