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      Mastercard

      Engaged Employer

      Mastercard reviews

      Sales Team (especially for BDA/CSP/SSP candidates) - Sales Mastercard Employee Review

      4.0
      Jun 6, 2018
      Sales
      Recommend
      CEO approval
      Business Outlook

      Pros

      - Depending on the verticals you work on, there can be a lot of opportunity for success. APT started off in the retail and restaurant sectors, and given the acquisition by Mastercard, is now strong in the financial services vertical - so if you work in this verticals, there's a lot of internal expertise and credibility that will help you sell. If you're in one of the newer verticals, it's more challenging to bring in sales by nature of not having the existing clients to work off of - but this presents opportunity for you to stand out if you can close deals. - Fantastic office space. Newly renovated and fit to APT's culture. Four kitchens, plenty of free meals and snacks, and a lot of social activities as a company. You can certainly find you niche people if you know where to look. - Commission for CSP level and up - Awesome workplace for those young in their career and looking to learn some basics. Plenty of money allocated towards professional development and graduate studies (if interested). For the Sales team, significantly fewer training sessions for professional development, but you can reach out to HR about specific trainings and have them approve a budget for you to pursue them. *Not necessarily a Pro or Con, but a note: Promotions tend to happen every 2 years. If you perform well, you can maybe bump that to 1.5 years, but it's highly irregular for anyone to be promoted within that time frame - regardless of what they tell you during the recruitment process.

      Cons

      - "Bait and switch" Sales job descriptions. Make sure you ask a lot of questions around the true day to day of your role. There has been a history of up-selling job descriptions on the Sales team (i.e. promising people they'll run full sales cycles on their own, manage their own relationships, potential for commission) but the day to day can be 95% cold outreach (cold emails, cold calls, etc.), especially if you are a BDA or early CSP. Spend time with those actually in the roles to get a feel for that rather than putting weight into what senior management says. Candidates should note that sales people are good at selling -- so they are the first ones who might mislead you about the role, particularly if they've been at the company for 5 or 10+ years and they lack a pulse on what has changed since the Mastercard acquisition (2015). - Empty office. If you're looking for a highly collaborative/social team, the sales team may not be a fit. The desks are frequently empty (a mix of travel schedules and people who choose to work from home), so it can be pretty quiet. For people who are here -- headphones in and silent for the most part. Fairly independent work. - Miscommunication across Sales senior management. There's a disconnect between the pulse of the office on the ground and those higher up. Leadership positions are held by those who haven't held traditional sales roles before so it can be challenging to be on the same page about realistic sales expectations and what it means to hit goals.

      avatar
      Mastercard Response
      8y
      Thank you for providing feedback and suggestions for improvement. As you know, at APT we truly value your opinions and suggestions, and we look to incorporate your suggestions into our strategy going forward. We apologize that you felt the job responsibilities and day-to-day were not accurately described prior to you joining. We plan to work on how we can improve this messaging. Most folks who join without extensive prior sales experience, join in a BDA (Business Development Associate) role. The BDA role does indeed require direct outreach, creative thinking and tremendous drive. As team members progress in their BDA role, we begin to assign them account ownership, until eventually they graduate to a CSP (Client Solutions Provider) role with full account responsibility. We do recognize that talented individuals would like to grow professionally quickly so for that reason we don’t place specific timelines on when folks should expect to be promoted – instead promotion decisions are entirely driven by progress in the role and transparent evaluation of individual’s strengths and opportunities. Those who excel in their roles can expect to be promoted quickly.

      Explore other reviews about Mastercard

      5.0
      Jul 6, 2026
      Sales
      Recommend
      CEO approval
      Business Outlook

      Pros

      Great benefits, PTO, and 401(k) match

      Cons

      Navigating internal politics and career development

      4.0
      May 27, 2026
      Director, product management
      Recommend
      CEO approval
      Business Outlook

      Pros

      Mastercard does a great job fostering an inclusive and supportive environment. There are genuinely good people throughout the organization, and leadership often invests in employee engagement through events, recognition, and culture-building initiatives. I enjoyed many of the relationships I built while working there, and there are teams that truly care about collaboration and supporting one another.

      Cons

      Compensation at the director level did not feel competitive compared to the level of responsibility expected. Career advancement can also be extremely challenging due to how top-heavy the organization is with senior leadership roles. There are a large number of Senior Vice Presidents, sometimes without clear scope or experience aligned to the title, which creates limited room for high-performing employees to grow. At times, it felt like senior leaders were being hired primarily to manage or communicate with other senior leaders, rather than drive meaningful operational impact. In product and go-to-market roles especially, priorities are often heavily driven by funding decisions. It can be frustrating when projects suddenly shift in importance or remain underfunded for long periods of time while awaiting senior leadership review. This sometimes leaves highly talented employees in limbo, unable to move initiatives forward despite strong momentum or market opportunity. The organization can also be very comfortable with the status quo, which creates a slower pace that many employees seem accustomed to. For people who are highly motivated and eager to drive change, it can feel difficult to navigate the number of roadblocks and layers of approval required to move initiatives forward.

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