Qualtrics reviews

Compensation is very low for the industry, especially considering the quality of employees Qualtrics wants to hold on to. Training, including on-boarding, is almost non-existent in many departments, especially sales. The general attitude is "own your own development", but the resources to do so are so scattered and outdated that even the most senior employees don't know where to find them. The products keep changing so quickly that there is very little documentation on anything besides Research Suite, and sales teams are very frequently asked to sell products that haven't actually been built yet. Turnover is extremely high, especially considering how appealing Qualtrics is as a place to work. Ironic, considering measuring employee experience as a way to drive down turnover is one of the key pillars of Qualtrics' business. Teams are generally extremely unorganized. This is often passed off as a side-effect of Qualtrics' huge growth, but it's likely a combination of how quickly the company changes directions and how high employee turnover is.

When I say the people I worked with were great, I would say the exact opposite of the people I worked for. Leadership, specifically in Dallas, is out-of-touch, condescending, and egotistical. When the majority of leaders are made up of early sales reps who cashed in when the sales floor was half as saturated you end up with people who think they a) know everything about sales and b) the sales process is the same now as it was years ago. The management style across the board is coercion and fear. The "quadrant" is the holy grail of the sales team here and will be shoved down your throat at every possible second. If you dip under a certain aggregate percentage of billing and pipeline generation you go on a PIP, no questions asked. I have seen top performers have one quarter where they are working a large, strategic deal and are put on a plan purely because their activity isn't at the same level it has been (which is natural when a 6-figure deal is in play). Everyone is a number here almost every low-level rep is burnt out after a year or so, which is a nice segue into my next point. Qualtrics isn't built for reps below AE4 to succeed. The product is excellent but it plays well to large, enterprise-type accounts. The churn and burn or spray and prey approach doesn't work anymore and only results in account books that are completely run through in 3 quarters or so. The emphasis is on dials and quantity over quality but when you dive into the numbers the AE1s and AE2s who succeed are the ones who strategically approach their books and catch a whale. So the catch-22 is: do I whale hunt and risk a PIP/micromanagment/firing or do I churn and burn and never hit quota.