Pros
Work generally alone.
Company vehicle.
Paid holidays.
Cons
PTO and sick time are accrual based vs given at the beginning of the year.
Training is almost non existent as it pertains to the work itself.
Pay is abysmal for the knowledge and skill you are expected to have.
Weekly meetings to discuss things that mostly aren't relevant to the rank and file who have little effects on policy and procedures, including revenue, acquisitions, and payment systems that may not even apply in your territory.
Depending on your route (my route was the highest revenue earning in my territory,) your work could be very varied. My day could start anywhere between 5:00 and 8:30 depending on where I was going that day and it could be easy to hit OT some weeks and hard to hit 40 other weeks. If you find yourself on a route with more arcades than claw and bulkhead (gumball type) machines, your tech support was limited in their ability to help you and depending on where you are in the US, the support team may not even be available for a chunk of your day.
There is very very limited potential to actually advance in pay short of getting the one territory manager position in your area, which is the only local position that pays a wage where you could make a mortgage payment or even pay rent in some places. All other jobs are either overseas in Japan or in Colorado. The bookkeepers made very little and the one I worked with made less than I did after I worked for the company almost 2 years and had to have a job at Dairy Queen to make ends meet. The Field Specialists only made 1.00 or 2.00 more and were expected to travel across the whole territory and stay overnight on average 4 times a month.
Documentation of work did not often lead to specific feedback on how to improve. Often times I was never even provided the scores on my presentation and service work by my territory manager.
The inventory system is archaic and takes considerable amounts of time depending on your route. Since I had 4-5 arcades during my tenure, I stored just about every type of product we carried. Instead of using the input number I was required to record at each machine and the inventory numbers I was required to record when I received product, I had to hand count everything every month. Doesn't make sense to me to have a monthly inventory vs a quarterly one to rectify any recording issues, especially since the corporate offices already separately track what is being received in.
Company seemed way more excited about acquisitions and being acquired as opposed to development of their employees. While I enjoyed a level of autonomy, I never felt like more than a tool as opposed to an individual with aspirations and goals. Clearly I wanted to see greater purpose and compensation, but the company doesn't not appear to care about that. I received a pay adjustment of 1.00 after I complained about my workload compared to the other routes, pointing out that I was responsible for more revenue that any other 2 or 3 routes in our territory combined and when it came time for my performance review, I was told my raise would be very minimal (around .45) because I "had already gotten a raise."