It's an up and down industry - Anonymous employee OTIS Employee Review

3.0
Oct 23, 2015
Anonymous employee
Recommend
CEO approval
Business Outlook

Pros

Ability to learn about technical areas of elevators. This role allows you to ask a lot of questions, go out with mechanics and sales reps to learn about the business. You are eased into the position of account manager and aren't held to the same performance metrics as account managers so you can gradually move into a role.

Cons

Not making commissions in this role is somewhat frustrating. You may do the work of finding a new customer or finding something to sell and pitch it to them, but since you're not technically an account manager you don't make any. Also, the program requires you to wait until an account manager position opens up somewhere, so you're at the mercy of waiting until someone is promoted or leaves to move to a new position. The wait time for this to happen could be anywhere from 3 months to a year depending on how picky you are about where you want to go. However, you're encouraged to get the foundational knowledge but not stay too long in this position, so by six months it is likely many people have moved onto account manager, but staying as long as a year or more is not encouraged.

Explore other reviews about OTIS

5.0
Jul 3, 2026
Anonymous employee
Recommend
CEO approval
Business Outlook

Pros

Great culture, competitive pay, room to grow

Cons

Must live in or near a city

1.0
Jul 13, 2026
Anonymous employee
Recommend
CEO approval
Business Outlook

Pros

Competitive compensation and benefits. Many talented, collaborative people across the organization, though experiences can vary significantly by team and leadership. Generally good work-life balance for most corporate roles. Opportunity to work on global, complex projects with broad business impact.

Cons

- Executive leadership culture is highly political and, in some cases, toxic, with decision-making concentrated at the top. - Success depends on fitting established leadership styles and expectations rather than encouraging diverse perspectives. - Employee feedback and data have little, if any, influence on decisions when they conflict with perceived priorities or a leader's beliefs. - Professionalism and leadership quality vary significantly across senior leaders, with some interactions are simply dismissive or even disrespectful. - Frequent reorganizations, leadership changes, and workforce reductions create uncertainty and make it difficult to sustain long-term initiatives.

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