Collaborative culture. High expectations and pressure. Talented leadership. - Recensione dipendente - BD Leader presso Array (NY)

4,0
16 giu 2026
Consiglia
Gradimento del CEO
Pronostico commerciale

Vantaggi

Great teamwork, partnership, collaboration across the BD function with sales and sales leadership. People genuinely want to do well and are given ample opportunity to perform. Our sales leaders are amazing partners and I have talked to 30+ of our AEs so far. They value their BDR partners and are truly committed to building a successful team and strategy together. We believe in testing and measuring everything with a focus on quality at every touch. Those who have discipline, grit, determination, thick skin to take and implement regular feedback (we score gong calls daily, role play weekly, and inspect emails to ensure the best prospect experience) can do very well here. There is room for promotion after the first year and there are several BDRs that have been promoted out of this role, one team member just took on a CSM role last month. We use AI to help prepare us for the outbound prospecting motion but we always keep a human/personal touch with our focus on quality. Quotas and comp structure are achievable. Normalizing quotas and adding accelerators for overperformance next quarter. Benefits coverage is amazing with a generous office stipend. You will do well here if you like a fast pace culture, are accepting of a weekly feedback loop, can manage to high expectations, have a 'CEO of your own business mentality' and can deal with high pressure environments. We record meetings, very transparent with each other, expectations are clear, we use dashboards for stack ranking and there are no surprises with performance.

Svantaggi

Not a con, but more of insight for what to expect if you join in any of the sales roles, including BDR. There is a 30 day onboarding program where you will have to present who we are, verticals we cover, and the products (roughly 40 minutes - you can use an outline but will not pass if you read a script). You have 30 days to learn all these things and pass the ONB exercise and cold call pitch. If you don't pass, you're no longer on the team. If you can't deal with pressure and stress it will likely get the best of you. If you're comfortable presenting in a zoom meeting and doing live cold calls in a zoom meeting in front of a sales audience that will give you feedback this is your spot! For some it's too stressful..to each his own!

Esplora altre recensioni su Array (NY)

5,0
1 mag 2026
Consiglia
Gradimento del CEO
Pronostico commerciale

Vantaggi

Clear expectations at a very stable organization.

Svantaggi

High expectations can lead to friction in some cases

1,0
6 apr 2026
Consiglia
Gradimento del CEO
Pronostico commerciale

Vantaggi

Got paid for interview and onboarding

Svantaggi

I went through what felt like a “ghost job” type of process. I was given a two-day technical assessment that required very little sleep and included pulling an all-nighter. The assignment was highly realistic and closely resembled production-level work in both scope and expectations. A significant amount of time and effort was required before even having a clearly established or confirmed role. This also included a CCAT assessment as part of the screening process, along with employment verification, ~45 pages of documents, and several hours of video content. After that, I was asked to record two 5–10 minute videos based on those materials, with very minimal prompts and no clear grading criteria or expectations. I was then told I scored just slightly below “acceptable” and was terminated immediately. The entire process felt disorganized from start to finish. The technical assessment was missing key pieces, almost as if it was incomplete or still being tested. During onboarding, I was already being added to meetings and even assigned a task, despite not having fully completed the onboarding process. Part of the reasoning given for my termination was that I wasn’t proactive in pointing out that I had been added to meetings and should have been focusing on onboarding instead. This was especially confusing, as those meetings and tasks were initiated by the team themselves. Given the amount of upfront work required and how the process was structured, this raised serious concerns for me about whether the role was clearly defined or fully established, and whether the expectations for candidates were aligned with an actual longterm position. Advice to others: Be cautious about the time commitment required before the role is fully secured. The process may require substantial effort upfront without clear expectations or evaluation criteria.

9
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