Human Interest reviews

Leadership operates through fear and intimidation rather than support. Managers have openly stated that this is their preferred leadership style and have encouraged newer managers to adopt the same approach. Employees who ask questions or push back on why certain processes exist are alienated rather than heard. Reps who are seen as "difficult to manage" are quietly punished ...deals, accounts, and revenue opportunities get pulled away from them until they're pushed out because now magically, they are not hitting quota so they can lean on performance plans and start documenting. It feels less like performance management, since that would require the said manager actually leaving and going into the field meeting with the PAM and most importantly the broken partnerships and new partnerships that need top-down influence, but this seems more like retaliation against anyone who doesn't simply fall in line. Many managers, including at the regional/market level, appear unqualified for the scope of their roles. Rather than address that gap, leadership seems focused on promoting the yes man, people that will sell their soul, turn their back on their own ethics and values, for the company and the paychecks. Bullying and different forms of harassment is common and has happened in front of the wider teams, reps being told on calls they'll be fired, being called "dumb" in front of peers by doing certain sales manipulations that however were not only taught by but encouraged to do by others so they could max the comp plan and being publicly called out in unprofessional and demeaning ways. Profanity on calls is routine and wild call outs on national calls to embarrass or shame people is insane but again very common. This same behavior has damaged relationships with national partners including leadership attending other companies' sales kickoffs and using pressure tactics, threats, and unfavorable comparisons to other partners to try to force more business, with little real follow-through or resolution afterward. Senior Vice Presidents never rolling up their sleeves to go into the markets to truly address the partners concerns, these said partners have realigned and partnered with other competitors now and leadership can seem to take accountability for that, instead speak about them in a way that sounds like a burned jealous ex by something they did to deserve it. There are also serious ethical concerns with how the business is run day to day. Leads are reportedly paid for in ways that raise questions about their legitimacy. Forecasting submitted to the board does not appear to reflect reality, and numbers are manipulated to present a rosier picture than what's actually happening. Unethical sales practices seem to be tolerated and overlooked on a daily basis rather than addressed. Pay and opportunity are wildly inconsistent for reps carrying the same quotas, some clear $500K while others in less advantaged markets or teams struggle to reach $130K. That favoritism has done real damage to morale; a lot of tenured people who love and used to care about this job immensely, are burned out, resentful, or have already been pushed out/resigned. They helped build the brand, loyalty, and partnerships, and have been tossed out to bring in new employees that have not witnessed the internal politics. One thing worth noting: the forecasting/numbers manipulation and paying for fake for leads and looking the other way on unethical sales practices in order to show the board beefed up data is a separate category from the culture and behavior complaints. This should be looked at as fraudulent conduct toward the board and possibly investors, not just poor management style. I don't see how they will go public without addressing these issues.

- The pace of change can be challenging. Priorities, processes, and organizational structures may shift frequently. - Rapid decision-making sometimes creates uncertainty or change fatigue for the frontline team. - Communication around large-scale changes can occasionally lag behind execution. - High expectations and workload can make work-life balance difficult during peak periods (high-growth company).