Vanta Reviews

Quota is designed in San Francisco and apparently never leaves the building. The US team cruises at 180% attainment while the average EMEA rep scrapes 85-90%, but somehow leadership frames this as a performance gap rather than a market reality gap. Selling a 5-digit / year compliance platform to a bootstrapped founder in Madrid, Istanbul, or Lagos is treated as equivalent to pitching a pre-seed company based out of NYC. It isn't. Not even close. To their credit, leadership recently reduced targets by 8% following a wave of Glassdoor reviews, which shows they're listening. But an 8% trim on a fundamentally miscalibrated number is a band-aid on a broken bone. When the gap between US and EMEA attainment is 90+ points, the problem isn't at the margins. Even within EMEA, the disparity is glaring. Reps covering the Nordics or UKI operate in markets where compliance is a mature buying category, budgets exist before the first call, and procurement moves in weeks. Meanwhile, Southern Europe and Africa are relationship-first, price-sensitive markets where compliance automation is still a foreign concept, not a budget line item. These are regions where you spend 45 minutes building trust before the product even comes up, and then another 45 negotiating over €500. Yet both sets of reps carry the same number and are measured on the same scorecard, as if Stockholm and Casablanca have identical buying cycles. The cherry on top: club qualification thresholds are built on American averages. So the hardest-working reps in the company, the ones educating entire markets from scratch, get to watch the trip photos from home while someone in the Bay Area one call closes inbound leads at twice the ASP.

Bargaining The ramp is steep, the targets aggressive, and after an influx of new reps dilutes inbound leads, the targets feel unattainable. You push yourself harder, hoping effort alone will make up the gap. Denial You give everything - long hours, endless calls - and once in a while, you come close to target. But it’s never quite enough. When things go well, management takes the credit; when they don’t, the blame lands squarely on you. You double down again, even as toxic patterns begin to surface. Anger Coaching plans and PIPs start circulating. Friends are caught in the churn. Missing quota thresholds by a fraction still counts as failure. No flexibility, no understanding. Frustration turns into resentment. Acceptance Apathy sets in. People stop fighting. Colleagues move on, one by one, and you’re left waiting your turn to be managed out.