Snap Diagnostics

1.0

17 Jun 2016

Recommend

CEO approval

Business outlook

Pros

This job can be a resume builder and a stepping stone to a real medical sales job. Nobody has heard of SNAP so you can spin this job anyway you want in interviews. Also, there is the potential to make some money with this job although it's very unlikely a TM will ever make more than a few hundred dollars a month.(Beware the portion of training where they only tell you about unusually successful territories). Another positive is that you will learn about your territory and make some contacts within your territory. These can be helpful when interviewing for a real medical sales job. The only other positive that I can think of is that some aspects of the job are very easy. The sales pitch is very simple and training is super easy (the hotel in Wheeling, IL was surprisingly nice but most night's dinners were a joke-grabbing a sandwich off a Subway tray as you loaded the hotel shuttle). Also, since turnover is endemic at SNAP, management will leave you alone most of the time. Another pro would be that their are no face to face interviews with this company but unfortunately, it's an indicator of what the company is going to invest in you and of the super high turnover.

Cons

Product - The actual SNAP device is ancient technology. You compete against devices that are decades ahead of SNAP technology and a fraction of the size. Resources - There are few tools you will have other than the actual device, I constantly had to beg to get 5 marketing folders a month. You will spend your own money on paper and ink so that you can print the very limited selling resources available to you. The lunch budget is an absolute joke which creates many embarrassing situations with the offices. Also, you will be putting many more miles on your vehicle to drive out of your way to pick up a lunch that fits your budget. SNAP touts "reimbursement" for maintenance visits which means you get paid $5 for a 40-100 mile drive and 2-3 hours of your time to visit each active account. Turnover - SNAP has a training class of 15-20 people every month of every year. Also, of the 100 or so territories, 30-50% are vacant. This has been the case for years and speaks volumes to the "opportunity" they are offering TM's. Also, turnover is fairly high at the home office which means low morale and constant changing of the inside support people you work with. Unfortunately, this high turnover is part of the companies business model. Hire a TM who will get 20-50 tests over a few months and then gets frustrated and leaves and then hire another one. This will cover training expenses and provide some profit for the company. Unfortunately, this model does little for the employee, customer or patient. Management and owners- The few managers at the company will generally leave you alone and try to help you when you ask for it. Unfortunately, most of these folks are nearing retirement and only seem interested to milking the last dollars they can out of their antiquated business model. One of these "managers" is a self titled "Dr." Unfortunately, this person is a PhD. While technically a Dr., it is taboo to introduce yourself as one in a medical setting. Again, speaks volumes to the company when a "manager" misrepresents himself to all the customers. Also, SNAPS "value offering" to the customer is lacking in the new healthcare environment. Healthcare has become so challenging that the majority of "placed" devices are rarely used or not used at all. The consignment and "free first test" (which is morally questionable, should a company be charging an insurance company for a patient that "thinks" they have sleep apnea?) are appealing to some offices but only a very small percentage will become regular customers. Which is why you will be shown the "successful" territories at training but won't be told about the average territory. Lastly, unless you schedule your own lunches you will constantly be sent to very low volume offices or to physicians who are about to retire. Inside support only asks a few questions to qualify each lunch and the company doesn't buy data so Google and WebMD are used to find "leads". So the quality of the offices you have a lunch at is often very low.

Snap Diagnostics Response

As the founder and CEO of Snap Diagnostics throughout its 20+ year history, I have a deep personal commitment to the quality of experience for any of our employees. We strive every day to develop a positive experience for our sales family. I understand our company sales position is not for everyone. I understand that we led the way on a unique sales model seeking only those individuals truly wanting part-time employment in the healthcare industry. Our sales model is based on finding part time experienced sales representatives that are self-managed and self-motivated. Initially we provide them with extensive training and support. Once trained, we provide support as needed upon request. The part-time territory managers are provided with a manageable territory. Their services entail minimum "wind shield time," which will keep their expenses at a minimum and enable their compensation to be based mostly on their activity and success. We strive to identify those candidates who seek to enjoy the flexibility of our work week and achieve a true work / life balance. I was saddened to read the negative experience by one of our former Territory Managers. It is clear that this circumstance was a complete disconnect between what the sales person sought and the career we represent. While there are many factual elements that I could debate, my primary take away is that we may have failed as an organization to recognize the perceived challenges and the level of expectations held by this individual. It is humbling to myself as well as our entire leadership that an experience even remotely approaching the one described would be conveyed by a former employee. I sincerely wish all the best to this former employee and hope that she will gain some solace from my earnest commitment to all- That as a result of her comments we are currently reviewing our recruiting, training and support programming such that we might be able to better prevent this type of experience from recurring by making sure that all hired territory managers have a full understanding of the position offered. I personally find comfort knowing that when we are the right match for the sales person, we offer an excellent professional career opportunity for an individual seeking flexible hours and a work / life balance. Furthermore, the majority of our sales team earns substantially more than a typical part-time position can earn. Gil Raviv President/CEO of SNAP Diagnostics, LLC.

The truth....previous reviews are likely from management or shills. - Territory Manager Snap Diagnostics Employee Review

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