Navan reviews

-Hypergrowth and greed killed the culture more than a year ago. TA followed the path of another Andreeson-Horowitz venture...Zenefits. -Most of the executive staff are from other startups that rose too quickly then fizzled out as well. 90% of the marketing team that remain are former friends and colleagues the CMO brought in from her days at MongoDB or Docusign. The same CMO who was all over social media encouraging people to keep traveling at the height of the epidemic, and who's grand strategy to navigate out of these rough times was to create a "send a paper airplane to a friend" campaign, which was absurd to say the least. Now its nothing but promotions for webinars to discuss how the industry will someday come back, and to flout their "safety tools", which are nothing more than maps of hot spots with the virus to avoid. I can only imagine what she and others are being paid for these brilliant ideas while hundreds of much, much lower-paid employees were laid off 2 months ago. -Comp plans have been a disaster since forever. New CRO (another bring-on by the CMO) rules by fear and favorites, and the old CRO has been demoted so many times no one even knows what his role is anymore. -Management likes to promote the notion that TA is a "darling of Silicon Valley", when in reality they have a national reputation at this point for overly aggressive, heavy-handed selling . They'd prefer to risk losing the deal and trust of the client just to make numbers for a month or quarter than work on the client's timeline and possible gain a happy customer for years to come. -In a nutshell, overhiring, overspending, big egos and greed have brought down what was once an amazing, family-like atmosphere with the best of intentions to transform an antiquated industry. Do yourself a favor and find a company to work for that values longevity over quick riches, and can actually weather a down economy without gutting the staff and eliminating some truly loyal and hard-working individuals.

Two hugely detrimental points: monthly quotas, and comp model. Even many of the top performers won't qualify for commission for months if their accounts don't out-perform a particularly strong month (large group travel for SKO's or other company events can lead to this, along with seasonal travel). Does your chronically over-burdened CSM not have time to help get a challenging account up and running with strong booking numbers? Too bad, bookings are how you get paid but there's not much you can do abut it. Quotas are not achievable consistently, many top performers going to President's Club are only at 110% of quota for the year. Lastly, they've recently started firing AE's with no PIP in place which has spiked the fear and stress of already very stressed AE's. I really loved working here for a while and even though I'm currently doing fairly well, I don't think the stress is worth the lower than industry average comp package. Unfortunately I don't think management will take note of this until they see people leaving in large numbers, which I foresee happening in the next few months. In the last seven days I've seen five people fired and one has quit due to the level of stress.