Birdeye reviews

Since I wasn’t given the option to have an exit interview when deciding to leave Birdeye, I had to come on here. Never have I ever worked at a company with such poor communication, and lack of direction. It was impossible to do my job effectively at this company with the amount of headaches I faced on a daily basis. Having to constantly deal with onboarding issues, “pipeline hygiene” (which preferences were never clearly communicated), unqualified opportunities, putting out fires for SDR/BDR, untimely dial blocks, and an ungodly amount of pointless internal meetings, it felt as though closing deals was the LAST priority. There were also numerous instances that when I was about to close a deal, I would be told the feature I sold them on no longer exists or doesn’t work the way I was previously told. This is because this was never communicated to us. I spent most of my days here fighting a level of frustration I’ve never experienced before with many questions consistently going unanswered as it appeared they fired anyone in sales who knew how to do anything and would’ve been able to assist me. If you choose to work here as an AE, be prepared to walk in to build from the ground up, there is new leadership that can hopefully put out this dumpster fire.

Not performance-driven - will fire you without any warning, even after applauding you for your successes. Then the manager will also leave that day. Birdeye has one great product, but the BDRs are the backbone of the company, and they deserve better. Everyone seemed absolutely miserable and as if they were completely burned out from being yelled at by upper management. It is a shame to see such a toxic environment created - and it is proven when none of the employees stick around. Since Birdeye loves to share positive reviews on G2, I thought I’d share some of the reviews on Glassdoor that resonated with me and my own experience: “Your people are the engine and heart of the company. If you want to grow and be a top employer where people love to work, look inward and try and understand how you can create a workplace where people are happy. If people are happy, they will be more passionate and a better employee. I'd suggest moving from an army like management centric model to a people centric model” “Have begun exiting personnel, putting performance plans in place with unreasonable expectations that even the highest performers are not achieving” “Your sales people are the only reason why this company is still a company. I would start paying more attention to them and not adding features to a product that never gets sold.” “Shifting goals Changing of management Underpaid and overworked New promotion path is taxing and not worth it” “They will pretend they listen to employees but nothing ever comes from it. More meetings than any company ive experienced just to have a meeting Pay is horrible. No one makes quota, so you will essentially live off of base and they will insult you with how you can earn more.” “Listen to your employees Get organized and actually support your employees Pay them a decent wage” “Take the Birdeye product model into account in how you lead a team: listen to your employees, take their feedback, and help them thrive. You’re underutilizing the talent of these individuals by pushing your own agenda and preferences, rather than encouraging new ideas.”