⚠️ Avoid ⚠️ - Account Development Representative Samsara Employee Review

Thank you for taking the time to share your experience - this helps us improve and make sure we are focusing our efforts on the most impactful areas. To address a few of your concerns: One feature of Samsara’s high-performing sales culture is that there are consistent targets for Sales employees. To ensure accountability, we clearly communicate the performance improvement policies regularly and set realistic targets on a quarterly basis but we have also modified our performance process to include more refined coaching, targeted skills development, and cross-team calibration guided by our Sales leadership team. We will continue to improve upon this area as we scale. We also want to make sure that employees feel like they are being supported by their managers and leadership, which includes us investing in management training and leadership development is a core focus area for us this year. We have also recently implemented a mandatory 6-month leadership principles training course led by our CEO and have all our managers attend inclusion training. We foster a continuous feedback culture so we are looking to launch. Lastly, we understand we have a lot of work to do when it comes to diversity, equity, and inclusion (DEI). Over the last year, we focused on our DEI efforts and will continue to do more. Here are a few examples: (1) We set a target to have 40% underrepresented groups* at the Manager Phone Screen stage of the interview process across all roles and management levels. We finished FY21 at 39.52%. (2) In 6 months, we trained 57.4% of our staff in the principles and practices of building inclusive culture. Our goal is to get to 100%. (3) We expanded our DEI Steering Committee - a group of leaders across Samsara representative of various demographics, departments, and positions that work to set strategy in all aspects of company involvement.