Gartner reviews

-Poor Management -Unrealistic Expectations to sell such a niche product. 14 meetings a month is not standard across the board. For most sales development roles the structure is 8,10,12. Gartner’s 12,14,16 structure is a little ridiculous. Territories have been RUN THROUGH. People who want the product will respond back- not really a needed product especially at its high cost. -Luck based, if you don’t hit your expected goal you will be fired and replaced, you are easily replaced in this program. -Job security and enjoyment primarily relies on who your managers are. If you don’t have a good relationship with them you won’t go far. -In personal opinion BDR is one of the hardest jobs at the company (cold calling, emails) with C level executives yet get paid the least. -Be expected to do very monotonous work with constantly emailing and calling people using a script (gets very old) -Pay could be better -Luck also depends on territory -Very high turnover (got let go after 6 short months)

New manager every year - that’s not good. Current manager only cares about themself and nothing else. They say they want to help to make the team’s jobs easier with tasks they can take care but when ask for help to getting leadership approval on x, y, or z - the manager is useless. Also, the manager is demoralizing and doesn’t understand how to communicate with the team. “Paint by numbers” type sales can be a con - we get trained certain ways. Honestly - there is a lot of great information that is provided by upper management but problem is current manager wants a replica of themself. That is not how you build a successful sales team.