Darktrace reviews

3.2

44% would recommend to a friend

(249 total reviews)
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Jill Popelka

66% approve of CEO

43% positive business outlook

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249 reviews

Reviews about "Compensation"

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5.0
Apr 1, 2022

Great sales experience

Recommend
CEO approval
Business Outlook

Pros

Darktrace offers a great opportunity for you to learn a lot! But must be willing to put in the work

Cons

Commission structure is not initially the best but pays off after first year

4.0
Mar 30, 2022
Recommend
CEO approval
Business Outlook

Pros

As someone that has worked at Darktrace for nearly 5 years, I can speak with a good deal of authority on what the experience working here is like. What I can say, from the very beginning to now, is that Darktrace is a place that rewards work and is a true a meritocracy if I've ever seen one. The commission plans for the sales teams are unbelievably aggressive and pays reps out not only on new business: but renewals and upsells as well for the total contract value of an agreement. The healthcare plan is incredible and free to all employees (for the employee and their family, and includes an Employee Assistance Program). Further, the Darktrace hiring model allows for young reps (think: 23-26) to achieve incredible financial freedom early in their career, should they be successful. I will say: it's important to qualify that while the gains to be had are enormous, effort MUST be there. Individuals looking to collect a check and work a standard 9-5 will not succeed here - the hunger for success has to be with the individual and those that don't care to put work in will be chewed up and spit out by the grind. But for those that are willing to put the work in - whatever you want to achieve here exists: leadership opportunities in spades (and quickly!) and for the sales teams - financial freedom. I remember living hand to mouth prior to Darktrace, to 3 years later putting down my (now) home's down payment from a single commission check.

Cons

Being on the sales side, the way the business has oriented itself to handsomely reward the "hunting" sales reps is to my obvious benefit. That said, the technical and customer success teams don't have the same financial alignment that we do and that tends to cause churn in those teams. Aligning financial incentives (either by raising the base salary for those teams or giving them their own commission incentive could better reward their efforts and reduce churn). We'll call a spade a spade - the base salary for just about every position is well below market standard (in the US at least). Per my comments above, a sales rep will make well beyond what you would otherwise get in a base salary through the aggressive comp plan, but it would make it enticing to leave if you cared only about base alone (then again, why you would even want to work in sales if you don't want to be a hunter that earns their checks is beyond me...) The monthly sales cycles are a grind after a while. It's a helpful "carrot" when closing business, but it does get exhausting month after month.

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