Apply if you have 0-1 year experience in sales - Recensione dipendente - Account Executive presso Housecall Pro

2,0
23 mar 2026
Consiglia
Gradimento del CEO
Pronostico commerciale

Vantaggi

Pros: Could be good for new sales reps with 0-1 years of experience. It’s a job where you can learn about performance reviews/stats and how to read a script.

Svantaggi

There is zero growth or opportunity. This company only cares about script scores. Not the client or the employees, everyone is just a number. Your enrollment rate goals and commissions are impossible to control (or decipher). The company takes, takes, takes: 1. Time: you cannnot leave your seat unannounced 2. Draw backs on commissions earned if client cancels. Commissions and pay very low to start. 3. Must work saturdays and holidays or holidays until late evening EST. 4. Low managerial or leadership direction. Didn’t feel like a sales job, felt like a script reading job or telemarketing. Very low sales acumen and sales professionalism/experience. 5. Terrible pay and commission structure 6. Taking demos that are not in your group, class, or department due to low staffing 7. No time or structured meetings regarding product and product value 8. Unpredictable shift time changes

Esplora altre recensioni su Housecall Pro

5,0
4 giu 2026
Consiglia
Gradimento del CEO
Pronostico commerciale

Vantaggi

I love absolutely everything about working here. They treat you like an adult and they show true concern. Amazing work life balance and did I mention they care.

Svantaggi

I honestly don't hae any.

3,0
23 mag 2026
Consiglia
Gradimento del CEO
Pronostico commerciale

Vantaggi

I enjoyed the opportunity to work directly with customers and help them get started with Housecall Pro. The role helped me build strong skills in communication, problem-solving, product education, and customer success. I also appreciated working with teammates who cared about helping customers and supporting one another.

Svantaggi

There were recurring issues with commissions being paid correctly, which created frustration and made it difficult to feel confident in the compensation structure. For a role with performance-based pay, commission tracking and payouts need to be accurate, transparent, and timely. There were also processes in place that often felt more focused on activity than actual impact. Some workflows did not seem to drive clear value for customers or create additional revenue for the company, which made the work feel inefficient at times. Priorities and expectations could shift, and it sometimes felt like the team was being asked to follow processes without enough evidence that they were improving outcomes.

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