Pros
One and a half week training session at HQ in MN, which is more like a free getaway trip than a productive training program.
Cons
-CHR’s PTO policy is absolutely terrible. There are plenty of other companies (especially in the Bay Area) with better options. -CHR invests a lot of money in their own technology platform called Navisphere, which isn’t used by other companies. It’s a waste of their money and your time. -Branch 50 (Walnut Creek/SF office) does not train new-hires on anything, including Navisphere. -HR favors management and did not support me when I went to them with issues regarding leadership at Branch 50, even though I explained that the code of ethics had been violated. -“Leadership” doesn’t lead at Branch 50. After a month and a half into my job, the leadership admitted that their style is “hands off” which does not match the expectations that were initially set, nor does it set you up for success. Regarding sales: -Their commission structure for new-hires is ridiculous. You are expected to sell (they tell you you don’t have a quota during Accelerator training, but that’s a lie), yet new-hires don’t get commission on the first 6 months of their sales. -Throughout the interview process and training program in MN, I was reassured that my expectations were to learn the role and industry the first 6 months (throughout Accelerator, which is their training/onboarding program), but those expectations didn’t align with what I experienced at Branch 50. I was expected to hit the phones on my second day, I had daily call volume expectations even though we only role-played one or two days in MN, I wasn’t trained on their technology platform, and my job was threatened because it took me “too long” to price deals (keep in mind this was only a month and a half into the job). -They don’t provide you (or at least management at Branch 50 doesn’t provide you) with templates or scripts, so you have to create your own emails, internal and external pricing proposals, and scripts.
