Indeed reviews

Where to start.... The Turnover: The turnover over is so bad that management is kept busy everyday interviewing new people to replace the ones that are leaving. About every 2 weeks someone is either fired or leaves, and about every 3 months a director usually takes off to a more stable company. The Turnover is due to a couple of reasons: 1. No Leads For Salesman Indeed has the attitude that all their salesman should find their own leads. Going into the job you know this full well. Yet they don't tell you how atrocious and overworked their potential clients are. Prospecting takes up a good portion of your day and most often you have to do it after work, on weekends and holidays in order to find a few companies that haven't been called 20 times before you. A good lead is usually passed from director to Account Executive, but usually all the leads go to one or two chosen reps on your team....leaving you with nothing. Example: Someone had recently left the company making their book of business or prospects up for grabs. Yet, the directors have the ability to distribute the leads as they see fit. There were about 9 people on our team. All said and done two or three reps got the majority of the leads (About 60+), while the rest of us got about 5. Extreme imbalance. 2. Unrealistic Quotas Indeed is trying to reach figures that for more then 50% of their sales force they are impossible to reach. And they are trying to make it harder for their sales reps by placing package limitations and very high minimums for prospective clients this coming year. The Management Indeed's director's are very inexperienced and have little to no experience managing a team. Indeed basically promoted the salesman who were a part of the company a few years ago, when the sales floor wasn't so crowded. They do not know how to manage a team. The Pay Indeed pays horrible when comparing it to other tech companies. Their base pay for their new salesman is way below the average. Throughout the recruitment process and early on in your training you will commonly hear that you will make 80k-120k. This is pretty much false. Take it from my experience... My training class had 10 people in it. Over a 6 month period 4 people had left, out of the 6 that stayed, only 2 were making quota. And this is at the point were your quota is not fully rampped up to the full amount you will have to reach after a year of being with the company. Now, out of the original 10, only 2 stayed and 1 out of those 2 is hitting quota. Please look elsewhere and do not take a job with Indeed.com. The recruiters sugar coat the company to make it look far more stable then it actually is. But in reality they are just putting lipstick on a pig. Do not take a job with this company. You will highly regret it.

I'm thankful to Indeed for giving me my first real sales job. I learned valuable lessons about prospecting, presenting, following up, and closing new business at this organization. That being said, leaving Indeed has been a breath of fresh air, a sentiment shared by many of the sales people that I worked with. The most prescient problems with the organization include: - A lack of development. Upon leaving, about 75% of the sales teams, company wide, were not reaching goals set by upper management. This is psychologically devastating, as all sales numbers are public, and the party line as espoused by the Directors is that failure is due to a lack of drive. I watched as many top performers were rewarded with inbound leads, while those in genuine need of direction and support were bullied and eventually fired. The lack of defined career paths for sales people, coupled with poor training, leads many to adopt poor work ethic out of desperation, as opposed to inherent lethargy. A lack of understanding from management only exacerbates the feeling of hopelessness. - A lack of lead generation/marketing. A huge problem with this is the "Small Business" sector of Indeed holding on to leads that should be passed to the Sales team for follow up. Meanwhile, sales professionals at Indeed comb the homegrown CRM for leads held by other reps that can be taken according to business rules. This causes many sales people at Indeed to fight with one another, and new team members are often ostracized until after they've built a book. The easiest way to get prospects is to wait for others to quit or get fired, as management will pass these leads out to others on the sales team after a rep departs. - A lack of direction. Internal policy disputes among managers often sets different areas of the company (Sales, Client Services, Small Business, Finance) at loggerheads. This creates an atmosphere similar to a schoolyard. The upper management should get all parts of the business on the same page. - Low pay (specific to California). A large part of the reason that Indeed is foundering in the San Mateo office is the low salaries offered to new employees, and the insulting raises given to those who have actually stuck it out. This attracts a lot of new college grads, which in the end leads to high turnover.