Vantaggi
The Product is awesome, the best POS in hospitality. The things it enables small businesses to do are great. If you are lucky to be given a good territory, the money is good.
Svantaggi
The quota does not align for the market in your territory and territories are not equal. Don’t expect any free time for the first 6 months or vacation. My story: When I started at Toast I was extremely excited about the company and the opportunity to represent them. My number one goal was to make the people that hired me look incredible. I was hired despite having no AE experience, no B2B sales experience, and no SAAS experience. My restaurant experience, my hospitality background, and passion for the industry are what landed me the job. I was hired by a team lead that was in the process of trying to switch to manager, and declined a great offer to take the position at Toast. I was told that the team was incredible, and that I would be positioned in a large territory in the outskirts of a growing part of town. The team-lead/manager that hired me told me they would be there every step of the way and that they would be involved in my training and demos to help me get acclimated to the new role. Well none of that happened. Shortly before training began, they asked if I was interested in working another area instead, saying it was closer to me and really trying to sell this territory, even shared an outdated picture to sell me on the idea. It was half the size of the picture I was given, it was the the smallest territory in the city, it was 1/3 a park, and low income areas. I mentioned the struggles I was experiencing to my Manager since they said I could come to them for advice, they told me I could go back to my first territory I was originally assigned. Well that never happened. They were out when I was completing training, then went on a retreat after that, during which time they didn’t respond to messages or phone calls. So I was on my own. When they came back they said they would attend my first demo. A couple of days prior to my demo they told me to bring a new hire along and I agreed though I wasn’t comfortable with the idea seeing how I was a new hire myself (1 week removed from training). Then the night before my manager backed out, but requested I bring the new hire. In fact my manager didn’t show up to anything. The team finally met in person 3 weeks after training started. At the meeting I tried to discuss the switch discussed prior regarding the territory. They got angry and overly emotional then to cap things off made a promise that I would not be fired if I struggled to hit quota. That night my manager got incredibly intoxicated. 8 days later I was fired for not hitting goals (I suspect, I was never told nor did I get the coaching I was promised.). This was 1 month out of training, I was told in training that we didn’t need to have a close in the first 3 months, The only metrics we had were demos. I hit my demo goals, with no help or guidance. There is also a pilot program called “RainMaker” designed to weed out newly hired AEs. It was pitched to help us network. It would be a program that all newly hired AEs would go through. If we didn’t meet with multiple different reps of other companies each week, it would effect a GPA that was measured over 3 periods of 3 months. The requirements of each period went up as you progressed, if you fell short of the required gpa you would have to repeat the period, and if missed it twice you’d be fired. Your overall meetings and closes had little to no effect on the GPA.
