The leadership there is, putting it lightly, tone-deaf and unsympathetic to the needs of people who are struggling to hit sales numbers. There's an EXTREME "mandatory fun" and misleading "we're a big family here" culture enforced by the manager, which often involves having to sit in meetings and listen to the top earners talk about what they're doing with all their extra money, when all you want to do is get back to work so you avoid a write-up due to not hitting your quota.
Call center accounts are divided by regions in the U.S., and each sales team gets assigned a region. However, management pretends that all regions provide the same level of opportunity, but this could not be further from the truth. It is essentially a coin-toss on whether you will be assigned a region that will comfortably secure you a living wage, or if you will get the "scrap": material from regions where pest control products do not sell as well, or different products entirely are sold. Employees are paid a small hourly wage plus commission. That amount of commission is largely influenced by which region you get assigned to. Do not fall for the advertised salary listed here, it is not accurate to what you'll actually get in most cases.
Career growth is completely tied to sales performance, NOT actual competence with leadership or management skills. The people I saw get promoted versus others who wanted to move up simply due to the fact they can generate more revenue regardless of actual leadership abilities was shocking. It really hurt the core values the call center was originally built on.
