Traumatic Experience - Recensione dipendente - Dipendente anonimo presso PartsBase

I joined PartsBase two years ago as a Sales Representative (SDR) and was promoted within a year. Before joining, I had read some Glassdoor reviews and was a bit concerned, as we know how former employees or unhappy people can sometimes affect a company’s image unfairly. After two years here, I can confidently say that meritocracy is real: if you do your part and follow the process, you can grow and earn well. The company pays well, has strong leadership, and I am very satisfied. During my time here, I’ve had the opportunity to work with three different managers. My first manager taught me general aviation knowledge and foundational principles. Later, I worked with an excellent sales director who set very clear goals, and now I have a manager who supports me in all sales processes — we have a fantastic working synergy.

The company has seen a lot of turnover, but often it’s because some people struggle to adapt to our internal systems. We use our own CRM (not Salesforce), clock in and out, and track productivity with software. For me, this structure is helpful and not an issue! Our computer block after work hours avoiding to complete extra tasks but for work & life balance is very great!

None at all worth listing

Heavy employee monitoring runs constantly. Step away for five minutes and your computer locks. Bathroom breaks register as inactivity. The premise is that you’re slacking until proven otherwise, and the tooling exists to catch you. The metrics this surveillance feeds are no better. Call volume targets are set at levels that effectively require contacting customers who have explicitly and repeatedly asked not to be contacted, because the alternative is missing the number. You torch the relationships you’re supposedly responsible for, in service of dashboards leadership likes. Customers hate it. You hate it. Leadership doesn’t care. Compensation is opaque by design. Bonus eligibility is gated on metrics calculated from internal systems with known accuracy issues. Requests for breakdowns get policy language instead of data. Verbal commitments from managers don’t survive contact with HR. The handbook describes a progressive discipline process. In practice it doesn’t exist. Terminations come without warning and conveniently timed. Then there’s leadership. The CEO’s children hold senior roles they are visibly unqualified for, making decisions about comp, strategy, and customer policy with no apparent understanding of the actual business. Every “leadership has decided” announcement reflects it. Document everything from day one. Save it somewhere the company cannot reach.