Here's what I came into starting day 1:
No formal training program, it's very DIY. Someone from HR goes through slides with you about their mission statement and pictures of the executive team. However, the week before I stared, they let around 30 people go.... K was told the majority were from sales due to under performance. I figured "that's fine, it happened before I got here so I don't have to worry about it..."
Then I found out that they had also parted with a number of members of their executive team. This included their head of HR, their head of strategy (who was a rockstar in the space and well known), their CRO (whom I interviewed with) and 1 or 2 others I can't recall... Regardless, I was told when I was shown the slide with all their pictures on it that it was "no longer fully accurate" They said it was due to some layers of management that were. L longer necessary, mutual decisions to part ways and an overall company ReOrg...
The VP of Sales was now leading everything and he did a pretty good job considering he became responsible for the entire sales and customer success teams overnight with no one to report to but the CEO... Except he had no free time as you can imagine. So as a new hire, training was a whole bunch of recorded YouTube videos (many with execs who were no longer there) and some reading material. Then all of a sudden, you've got a meeting with the VP because 15 minutes opened up and you're expected to know the sales pitch inside out and take a hard critique (this isn't the issue since his criticism is very constructive and meant to help, plus he's a hell of a polished sales person himself)
You're expected to set up meetings with various team members that lead various divisions to become familiar and introduce yourself. This is usually a good thing but definitely not when you have no idea who is still there and who isn't.
As other reviews have stated, the sales people who have been there since the beginning HAVE to like you or you'll be ostracized for sure. It's extremely cliquey. Thursday happy hours in the office turn into a bunch of groups all standing on separate parts of the office and as a new hire, it even felt weird to grab a beer and just continue working at your desk during all this...
The unlimited PTO, as people should know, is a way for a company to not have to pay for unused vacation days when the year ends or an employee leaves the company so I wouldn't consider it a perk at all.
Once i was no longer with the company a few months in, they had announced the hiring of a really senior member of a competitor company appointed as NC'd President and head of Revenue... a week or two later... he had left the company. After checking LinkedIn, almost every team member I can recall is with another company now (except of course the NC veteran sales people who have the best accounts (ones that won't churn like most other clients since they're huge companies that run their campaigns on autopilot)... they have an almost completely different leadership team except of course the founders and a few others... and they really have their story locked down that they are a culture first company that takes really good care of their employees... Crain's Best Places to Work List... it's a long survey that you're forced to fill out and everyone always answers "excellent" on basically every question because it gets tedious and boring really fast.
That is the real deal with the culture...
When it comes to their product, it's definitely got it's differentiator in the space and it's a well built platform. But the engineering team is way too focused on building in more and more integrations with marketing automation companies and other SaaS and tech companies rather than working on core functionality and the thing that matter the most... PERFORMANCE.
When parting ways win an employee, don't tell them you're going to do whatever you can to help them get another job, it's not a secret that there's no intention of ever having contact again. Why even say it?
