Human Interest reviews

Clients are mislead and misinformed when they are sold a plan. Small businesses have to cough up tens of thousands of dollars at plan year end in order to stay in compliance with the regulations. They are obviously angry, and many do not have that in their budget. So if you like dealing with angry people that there is nothing you can do for, you will be fine. Adherence to the regulations are sloppy and often wrong. They have oversold more than their system can handle and more than their allocated staff of compliance people can handle. The focus is on automation, but there is such turnover in their engineering departments, nothing works. It makes matters worse that they haven't historically focused on hiring people that know about retirement plans. Now that they have shelled out tons of money in IRS penalties they have tried to correct course, sort of. Things are in such a disarray, anyone with a sense of ethics and accountability won't entertain the job opportunity. The experienced people that do take a chance on HI, are either fired for pointing out mistakes or they leave before they are fired. Knowledge and experience are a liability. Now they have resorted to hiring payroll professionals instead. These people don't know what they don't know. (If you love Form 5330, you might get along. ) (If you have a plan with them you legally have a fiduciary obligation to look elsewhere)

TLDR: DON'T WORK THERE UNLESS YOU HATE YOURSELF. Nepotism runs the organization. There are a few sales people that have been there since around Series-A that get cart blanche to act and say however they want, whine about lead flow (while being at the top of lead volume) and no matter how many meetings they have with HR about their bad attitude or inappropriate actions, etc...those same reps always seem to get off scotch free, get lay-down leads put in their lap, and even promoted....at the direction of the CRO....almost like they have some dirt on him. When it came time for promotions, the Regional Directors (who spend every day with their reps) were not allowed to make any recommendations or provide feedback on who should get promoted....only the CRO... I was told at 6pm the night before who I was to "promote" the next morning. There was a rep who didn't get promoted because he had a down couple of months after blowing out his quota and getting to PClub within 6 months....but he wasn't one of the original Series-A crew. They tout the "MOD" bucks as a way to incentivize performance, because salaries are way under par, but the PAMs (partner account managers) sandbag until the end of the month and put in crap leads for the AEs to try and close last minute to hit their number, and then are blamed when the company has a down month. The PAMs are paid more on lead flow than on actual revenue that their leads bring in, so there's no incentive for quality...just quantity. I'd be curious to see how long the CRO can keep up this charade with how many rumors are flying about who filed an HR claim against him, or him saying inappropriate "politically driven" things on company calls. I hope I'm wrong because it could hurt a lot of people, but I don't see the current business model lasting much longer. They are paying for leads from payroll companies/cpas/bookkeepers, etc. Paying their customers "rebates" to buy. Paying the ridiculous expense accounts of the PAMS, and having a ton of issues with actually getting 401k plans to start, and when they do, they have issues because their payroll "integrations" is most of the time someone hand-keying things and still not eliminating the human error that was promised. Sure seems like a lot of out-flow for a $150/mo service. The people with the most experience in the retirement industry are leaving the company in droves (3 VPs this year, and the head of the investment committee). Take their lead and don't ever start.