Jobber reviews

If you have real sales ability, think carefully before joining. I’m on the Inbound team, and it’s been a difficult experience. Turnover is extremely high most reps either quit or are let go. Even experienced sales professionals are surprised at how unbalanced and unsustainable the setup is. Compensation is a major problem. Inbound targets are significantly inflated company-wide attainment was extremely low last year, with some months dipping as low as single digits. That is much lower than I was told in the interview process. The volume required just to stay on pace is excessive, and commissions are minimal relative to the effort expected. This role might be suitable if you’re early in your career and need to build your resume, but it’s not a viable long-term path for most. The environment is high-pressure, low-reward, and built on expecting you to churn. To make matters worse, Outbound reps earn substantially more even though Inbound consistently has lower attainment, suggesting it’s the more difficult role. If significantly fewer Inbound reps are hitting targets, it’s clear where the heavier lift is. Also targets are 4x. Outbound, to their credit, hits numbers with ease and often works leads that Inbound has already contacted. No fault to them, but the pay gap is hard to justify and to stomach on Inbound side. Management is fully aware of this, yet little changes. Tension between teams is growing, morale is low, and the overall structure feels built to cycle people out instead of setting them up for success.

If you're considering working here based on the job description, be warned: it's highly misleading. What’s presented as a dynamic, rapidly growing company in reality is a poorly run call centre environment without even the basic structures that would make such a job bearable. The onboarding process is particularly weak — there is no standardized training, and much of the responsibility falls to individuals more concerned with maintaining their internal status and visibility than ensuring new hires are properly supported. It sets the tone for a company culture that prioritizes image over substance. Several past reviews have mentioned a cult-like atmosphere and performative positivity, and those descriptions are accurate. From day one, the emphasis is on appearances, not outcomes — and the disconnection between how the company markets itself and how it actually operates is impossible to ignore. Despite talk of growth, there are no meaningful advancement opportunities. Performance metrics are unclear and seem to shift depending on the mood or preferences of your manager. There is no consistent path forward, only constant pivoting and vague encouragement. HR functions more as an administrative formality. Decisions were made without due diligence, and policies were applied unevenly, if at all.