1. Middle management nightmare. Creates toxic environment where everyone lives under the fear of being fired. Cannot speak honestly to managers who ought to be invested in team's personal growth ...they are just there to collect an undeserved paycheck. Do not work here unless you want to be miserable and micro-managed. Not only is this true, but your own manager will talk behind your back about anything they might view as negative about you. This goes for everyone. It's the most unprofessional, corrosive environment I have ever been a part of. Everyone who works as an ADR is great, but we are all miserable due to this middle management horror story. Please think over your decision to work as an ADR here.
2. Promotional opportunities much more scarce than they say. In interviews, they will butter up the fact that everyone is up for promotion after 1 year and 6 months. Firstly, this is a very long time to be an ADR compared with the industry average and secondly, when you are finally up for promotion, there are a very limited amount of spots you can proceed to and everyone is fighting for them. Good luck. Expect to be an ADR with little closing experience for closer to 2 years if you choose to work here.
3. Quota is near unattainable. If you miss quota by 1, you lose out on around $1,000 in bonus money..which for an entry-level sales job is a lot. They expect you to generate 24 new opportunities per month. Yes, you read that right, 24. That is more than 1 per business day. Sound impossible? Because it is. That is how they want it. In our Boston office it's 26!
4. They do not match 401k and they have continuously lowered the amount of restricted stock units given to new ADRs. They have lowered the amount by more than half since a year ago. These RSUs were an excuse for the company to say they do not match 401k...well, it would be much preferable for a new employee to have some sort of match with a 401k than to get the measly amount of shares not distributed. Although, the CEO seems to find a way every quarter to sell all of his stock for tens of millions of dollars.
I have included more detail on these topics below if you'd like to continue reading.
Middle management nightmare. This company's entry-level sales department, as mentioned in my pros, has a lot of potential. But unfortunately, the wrong people have been promoted to a leadership status based on their "previous performance" instead of by their ability to be good managers. To put this in perspective, there are two teams of eight ADRs in the San Diego office. Each team is run by a manager and those managers have a director. Any sane, logical person with a shred of common sense would think that the managers who "lead" one of the ADR teams, would do their best to assist their ADRs in achieving quota, exceeding quota, learn more about the product and the next role etc... As one can imagine from my tone, this is not the case. The managers who "lead" the ADR teams are the biggest detriment to any corporation I have ever seen. Instead of being change agents, being motivating, and leading by example, they choose instead to weigh on the backs of their ADRs and micro-manage until their pay-check comes in. They rule with the power of fear; the fear that if you say something honest, true, or helpful that is disagreeable to them, you will get fired. If you want to succeed here, you must be a complete fraud. By fraud, I mean you have to agree withe everything said to you, execute it perfectly, be extremely charismatic and optimistic about it and go on with your life without your brain turned on. There is no room to be a real person in this department.
Besides the toxic culture provided by middle-management, there have been quota hikes to a degree in which it is near impossible to reach quota and claim bonus money. Bonus money may sound like a small amount, but if I miss quota by 1 for example, I would lose out on around $1,000. When you are in entry-level sales, this is a lot of money! They expect one to create 24 new opportunities in one month. Sound impossible? It is close to it. You do get inbound leads, but as one may already know, inbound leads are inconsistent due to marketing - so you may have one month with a lot, and the next your commission paycheck will be substantially less.
There are less opportunities to get promoted and it takes longer to get promoted than the industry average. The industry average to get promoted from an ADR position is around a year. At ServiceNow, there is a mandatory 1 year and 6 month waiting period until you can even be considered being promoted. That means, even if you have a territory you work for, their director really likes you, and they want you to become a part of their team for about double the salary and incentives, you can't do it because of this waiting period. This is due to selfishness on the director level because their commission is based off of ADR success. If ADRs get randomly promoted, they are still responsible for their quota and the director may possibly miss out on their bonus check. Instead of being for the team, they implement these rules to benefit themselves.
They micromanage by implementing a minimum amount of calls you must make per day regardless of your own goals on how to manage your business.
