Orkin reviews

Favoritism. Career success can be more dependent on management liking you vs. performance.

Base pay is below industry standards ($36,000). You must babysit your sales and paychecks to insure you are paid for your sales. I had large sales take months to get paid for. National accounts is a mess—understaffed, they will steal sales from account managers, not insure account managers are paid on time, right amount. The company doesn’t have leaders — it has micromanaging, toxic bosses in a very toxic, unsafe culture. There’s a constant culture of micromanagement: GPS tracking, daily scrutiny of driving reports, questions about whether you’re backing in, and ongoing follow-ups on an endless checklist. On any given day, you’re being criticized or questioned about something. Account Managers are expected to chase down unpaid customer invoices, yet at the same time leadership buries the team in administrative oversight and meetings. Multiple weekly meetings—unnecessary meetings and videos. Sales — the actual revenue engine — has become an afterthought. The focus is on surveillance and task policing. Favoritism: some employees will get away with laziness, lack of sales, working short hours. Others are asked to do more and more. The better you are at sales—the more you are asked to do and the more you are micromanaged. Senior leadership is shielded from accountability when they use demeaning or abusive language toward those under their authority. HR’s function appears aligned with protecting the company, not supporting employees. In my final months, some days I was working 6:00 a.m. to 11:00 p.m. just to meet customer demands. The concern raised to me wasn’t workload or sustainability — it was that my CRM wasn’t fully updated. The CRM entries were treated as higher priority than customer service or revenue production. I left on October 16, 2025. At that time, I was the top salesperson in my branch for the year and at the end of 2025 I was still #1