Confused most of the time - Special Projects rex Employee Review

Mission-Driven, Not Just Marketing: Most companies have values on a wall, but here, we actually live them. We dedicate real company time to dissecting our mission and discussing how it impacts our daily work. It’s raw, honest, and better than any culture I’ve experienced elsewhere. Meritocracy: There is massive opportunity from tech and ops to investments within real estate. The company genuinely invests in employee development and rewards you based on your production, output and potential, not just what’s on your resume. The Invictus Mentality: We are relentless. The environment is high-performance; we take our lumps, learn from them, and keep moving forward. It’s a culture of winning.

High Intensity: The "Invictus" mindset isn't for everyone. If you aren't comfortable with a fast-paced environment where you're expected to learn quickly from setbacks, you might find the pace challenging.

Flexible work from home environment

- Despite being positioned as a tech company, the organization operates primarily as a real estate company with very limited understanding of how to build and sell a tech product. The product itself is not market ready and BDRs are set up to fail from the start. - Leadership is highly micromanaging and deflects blame downward when results don't materialize, rather than acknowledging fundamental product and market fit issues. - Performance expectations were not clearly defined or communicated in writing during onboarding. Targets appeared to shift retroactively. - There appears to be a pattern of hiring BDRs with promises of growth and commission, then terminating around the 90 day mark when the product fails to generate interest — regardless of individual effort. - Resources provided to do the job were extremely limited. When concerns were raised, the response was essentially to figure it out independently. - No formal review process or structured feedback before termination. Issues were raised for the first time at or near the point of firing. - Compensation structure including guaranteed commission was not handled transparently after separation.