Great Culture and Training Resources - Senior Account Executive Hearth Employee Review

The leaders are transparent and down to earth. It is a real team atmosphere. It is a grind of course, but if you love the grind here it will love you back. The coaching and management team are all really good people genuinely interested in you and your success. If you are looking for a challenging and rewarding place, this will feel like home

Sometimes it can be hard for people to initially push themselves to the gear needed to start winning because it is a grind.

You'll learn how to cold call in a pressure cooker. That's it. That's the whole list.

I made more money at 24 years old than I did here at 33. That's not a typo. $40K base salary to hammer 120 dials a day while a director hovers over you asking where you are if you breathe wrong. I was told I'd make real money here. I did not make real money here. I made less than I did a decade ago and worked twice as hard for it. Let me explain why hitting quota was a fantasy — and I have the numbers to prove it. The outbound leads on a good day yielded around $280 in ARR per rep per day. Multiply that by 20 selling days and you're looking at roughly $5,600 in potential sold revenue for the month. The quota? Usually $9,000. Sometimes $12,000. Nobody told reps that before they signed. The math was never going to work. It was a game designed so you couldn't win. Quota was dropped on us a day or two before the month started every single time. No ramp, no planning, no runway. And if the floor somehow had a good month, they raised it. The KPIs and the distribution list structure flat out didn't match the targets they were setting. It was guaranteed to kill morale, kill retention, and bleed out good talent — which is exactly what happened. January, February, and March the entire floor finished well below 100% to goal. That's not a bad stretch. That's the proof that the model was broken from the start. They told me unlimited PTO in the interview. They blocked out the holidays. A month before my wife gave birth I was told the parental leave I was verbally promised wasn't real — check the handbook. The HR rep who made that promise had already left. I took unpaid leave for the birth of my child while leadership ran pep rallies about culture and core values. The CEO, VP, and director were all performance. All of it fake. The director went around managers constantly and dealt directly with reps, which destroyed any trust in leadership structure. The VP was nonexistent — I'm not sure what that role was supposed to be doing. The CEO acted genuinely blindsided every time a manager left, as if it wasn't happening over and over again. They lost great managers. They lost some of the best outbound reps I've ever seen in my career. I have never in my life watched that level of talent walk out the door that fast. It was jaw dropping.