Great benefits, incredibly grindy day-to-day - Senior Performance Consultant Cox Automotive Employee Review

The job is a grindfest. You'll spend half your day chasing dealers, rescheduling dealers who don't show up and trying to re-engage your existing clients. The VP will give you a lovely demotivational speech at the very beginning of training. He will tell you that the 14 hour days ahead of you for the next two months will be the easiest part of this job. It's a lie, but what purpose does it serve? They account for 20-25% attrition during training. The same VP will tell you, verbatim "if you lose 1% of your clients, you suck!" Internal churn hovers around 3%. If they cared half as much about employee retention as they do client retention, the job would be much, much better. On that note, ask about expected account load. Now add 30 or 40 additional accounts. Because attrition is so high, the account load stays well above Dunbar's number. It's frankly unmanageable. In a vacuum, the pay is decent. However, if you're qualified for this role, you were probably a GM/GSM/UCD at a dealership. You're taking a steep pay cut to work here. Ultimately, this contributes to turnover. When the recruiter tells you the training is "a bootcamp", believe them. 12 hours of instruction + 1-2 hours of homework. It's brutal, and you don't retain nearly as much information as you would if the instruction were spread out. Upper management absolutely loves moving goalposts without telling anyone. You'll get into quarterly reviews and be chastised for not hitting targets that were changed with zero communication. There are a few aspects of the job that aren't communicated in the interview. You're also responsible for billing and front-line tech support. Why? We have dedicated departments for both of these things. There's zero room for advancement, but they'll tell you that upfront if you ask.