Pros
Benefits are good and in the beginning of my time there, culture was soaring with great talent. Not anymore. The multi company merger, private equity group, and new CEO absolutely ruined this. 3 years after the merger, things are worse than ever before and the ship is sinking fast and people are jumping off the wreck or getting laid off due to the company not hitting their goals 3 years in a row now by a long shot.
Cons
I recently put my two weeks in to accept another job offer after 5 years of employment and no job is perfect and I’m usually not the type to let things fester, but I want to save you from making a horrible mistake. I originally joined this organization to make a meaningful impact in the non-profit sector. Unfortunately, the company's internal practices completely contradict the mission it preaches to the NPOs it serves. The last three years within the sales organization, the environment was defined by constant ambiguity, poor leadership, unobtainable targets, and mid-quarter quota adjustments that border on compliance violations. The leadership team consistently lacked the necessary qualifications to effectively guide the department. Under the current CEO, Scott, strategic direction has deteriorated significantly. Nepotism over Merit: Mass layoffs were executed seemingly to clear paths for the CEO's former colleagues. The organization is now run by a tight-knit circle of underqualified executives and directors, causing culture, internal talent, and operational processes to tank. Instability and Fear: Silent layoffs and aggressive offshoring continue. Job security is nonexistent, whether an employee has been with the company for ten years or two months. This constant churn has halted effective knowledge transfer, leaving new hires entirely unequipped and forcing teams to constantly redo basic processes. Stagnant Decision-Making: Bureaucracy is severe. Requests for information or process clarifications take months to resolve. Leadership is entirely focused on pleasing upward management and appeasing the board, completely ignoring initiatives that would improve company culture or the day-to-day operations for BDRs and AEs. Leadership does not have the reps’ best interest in mind. The decision to merge into Bonterra was a significant misstep; operations would have been far more successful had the company maintained its focus on legacy products. While the product suite functions well as standalone tools, the forced integration has been a failure. The organization operates in distinct silos, and the software platforms remain fundamentally unintegrated. Furthermore, the heavily marketed "agentic AI" feature is essentially an unreliable ChatGPT wrapper that functions correctly roughly 25% of the time, despite carrying an exorbitant price point. Compensation and Quota Reality Prospective sales applicants should expect misrepresentation regarding team performance and quota attainment. Compensation Structure: The pay model relies heavily on commission with a base salary well below the industry average. Unattainable Targets: Due to years of not hitting our company goal and declining EBITDA, the company refuses/ cannot scale the team properly. Instead, they inflate individual targets to unachievable levels to avoid commission payouts. Quotas shift constantly, and the vast majority of reps struggle to even hit 40% of their targets. The BDR structure is equally flawed. Due to broken processes on the AE side and weak leadership, BDRs frequently out-earn AEs. However, the BDR function is far from ideal; management is far more invested in corporate sycophancy than advocating for the success and well-being of their representatives. STAY AWAY