FareHarbor reviews

- Leads are BURNT TO A CRISP - Approximately 0% diversity - Managers are inexperienced which would be fine if they were offered consistent training opportunities (they are not) - 0 training opportunities for Account Executives as well - Very few marketing tools to help capture potential clients - The expectation is to be pushy, you are expected to call leads every 30 days or you lose the lead. We are expected to call companies back within this time frame even if companies say NO. This quickly burns leads, as clients get increasingly frustrated by this pushy timeline - Expectations for employees are incredibly low…like...really low. - Not enough new leads to go around, market is VERY saturated - New leads (the best leads) are often given to top performers only. This creates inequities amongst employees as there is little opportunity for Account Executives that are not making the company “enough” money to advance - Companies “year out” after one year of commission leaving little to no reason for employees to remain at the company. - CEO is rude and treats small business Account Executives like their work is not important compared to mid market (small business leads account for thousands of the company’s live clients) - Account Executives are not told to tell clients that they are on a recorded phone line.

This job was fairly fun until about the end of 2019. At that point we started losing employees, which meant the same workload had to be done by less and less people. Once the pandemic hit, after a brief slowdown, we actually got busier than before. Since this is a booking software for the tourism industry, the constant changes in Covid restrictions meant our clients had to contact us and make complex changes to their configurations often. Unfortunately, the software is designed in such a way that 95% of the clients aren’t able to make even the most simple changes themselves, and instead have to contact support to have them done. Instead of seeing that trend and adjusting accordingly, we were placed on a hiring freeze. That meant that every single day we had way more work than we could possibly handle. We started to steadily lose more and more employees, to the point that by the end of 2020 the team was about half the size compared to a year prior. We were constantly told to tackle a million things at once while also not being given any support, encouragement or direction. Clients started getting frustrated because they weren’t receiving the level of support they were used to and sold on, which made interactions significantly more difficult and stressful. The work environment became one of extreme burn out that really affected my mental health negatively. When questioned, we were told things like “Work smarter, not harder” by the GM or “If you don’t like it, you’re free to look for another job” by the department’s director because there was nothing he could do to make it better. When I started the job, they kept mentioning all of the advancement opportunities available. As a support agent, you don’t have time to participate in any of the company wide events and meetings, so you miss out on the networking opportunities. I thought that by being one of the top performers on the team, I would easily be able to move up in the company, but not only that wasn’t the case, they actually started posting for jobs externally once the hiring freeze was lifted, which is why I decided to leave the company. On my exit interview, I was even told that they don’t like to move support agents to other teams since it takes so long to train us. In sum, while I can’t speak to the company as a whole, this department had serious sinking ship vibes.