Vantaggi
Fridays are shortened (ending at 12pm in the summer and 2pm for the rest of the year), they are seldom utilized because everyone is extremely busy.
Svantaggi
- Considering the complexity of the domain and software, the enablement efforts are utterly inadequate. Instead of creating useful content that enhances knowledge and aids in winning deals, they prefer to create pointless projects for the entire sales organization. What's even worse is that they never bother to review or offer feedback on these assignments. - Despite their own perpetual layoffs (3 rounds in the last 18 months), they consistently leverage organizational layoffs at competing companies as a justification for prospects to choose Varicent. - Inconsistent vision from the CEO; GTM strategy changes every 6 months (not just in a response to market conditions, complete whim of the CEO) which means a lot of projects get started and very few are seen to completion. And if you're working on one of those projects, you're likely to be laid off - The CEO's vision is consistently inconsistent, changing the GTM strategy every six months. These changes are not solely based on market conditions but are often the result of the CEO's whims. As a consequence, numerous projects are initiated but only a few are actually completed. And, if you're working on one of those uncompleted projects, there's a high likelihood of being laid off. - There is an absolute absence of work-life balance within the sales organization, plain and simple. Even more concerning is that there is a general disinterest in addressing this issue. The CRO often dismisses the notion, referring to your day as having three working blocks: morning, afternoon, and evening. - They offer "half day Fridays" or "no meeting Wednesdays" as lip service since no one can use them due to workloads being so high. - The sales organization is primarily governed by an entrenched "old boys club" mentality. If you dare to question the established norms, you'll likely be labeled as having a "bad attitude," regardless of the fact that the strategies implemented by the old boys club are ineffective. - Don't anticipate any cost-of-living raises within the company. The CEO openly expressed during a town hall that everyone's salaries were already deemed too high, citing the downturn in the tech market. Meanwhile, significant $$ is used to hire people with impressive titles who have past industry experience but lack a clear role within the business. For instance, they retain individuals like the "Father of Commissions" on the payroll, who is supposed to occasionally engage with prospects but is not held accountable for any sales targets. - No incremental PTO increase for length of service.