Pros
1. Coworkers/team: strong relationships with immediate colleagues — the people you work alongside day to day are a genuine bright spot, even where leadership and comp fall short.
Cons
1. Heavy recurring admin load stacked on top of quota-carrying work: multiple standing weekly deliverables (activity tracking, portfolio updates, hygiene emails, other reporting) plus ad hoc ownership of vendor PO processing — much of it assigned informally and never fully offloaded. 2. Low autonomy on your own reporting: you're told not to mark your own tracked items complete, and deliverables you build routinely come back with manager edits before being considered final, down to formatting details like date format standards. 3. Recurring data hygiene "fire drills": Salesforce hygiene sweeps get run repeatedly across the same accounts, suggesting the underlying process problems aren't fixed, just re-cleaned on a cycle. 4. Accountability rhetoric outpaces support: leadership explicitly frames its role as "telling you when you aren't meeting expectations" and "holding you accountable," while account loads get consolidated ("fewer accounts, more direct responsibility") without proportional headcount or support added. 5. Stated policy doesn't always match practice: reps are told exceptions to rate-increase mandates require heavy justification, yet a majority of exception requests still get approved — creating ambiguity about what the real rule is. 6. Leadership instability: turnover at senior levels (interim leadership, team reorganizations following discovery of gaps in prior management) 7. Compensation structure is overly complex and subjective: comp plans lack clear, objective criteria, making it hard to know in advance how performance translates to pay. 8. Pay below industry standard, with no raises and no 401k match — makes total comp uncompetitive versus similar roles elsewhere. 9. Limited to no path for promotion: career progression feels capped regardless of performance. 10. Leadership sets expectations that are difficult or impossible to consistently hit, then holds people accountable for missing them. 11. Changes to compensation plans midquarter for said quarter.
