Solid Starting Position, Depending on Campaign
Pros
- Excellent training opportunity. They will teach you some great tools for success in the sales industry. For many, this makes up the difference in the position's low pay. - Exceptional performance can generate solid amounts of commission. - Outstanding workplace culture. The environment you see in their promotional videos truly is the environment of day-to-day life. - Multiple amenities, including snacks, free alcohol at the end of each week, a massage chair, and a ping pong table. - Top-tier management team, very forgiving, open, and focused on growth rather than punishment. Everyone here truly wants you to succeed. - Will hire just about anyone with a decent resume, a desire to succeed, the "hustle" mindset, and can give a solid interview. They can take anybody and turn them into a solid salesperson. - Successful completion of the program virtually guarantees you a starting career. They will actively work with you to help find a position that best fits you which you can immediately transfer into upon graduation.
Cons
- Low pay, especially if you're on a campaign that struggles to make its numbers. - It is near-impossible to graduate the REVGEN program on some campaigns, such as Payzer, XenTegra, or Andella. Your campaign, and by extension your commission, sales numbers, ability to succeed, and ability to graduate, will ride or die on factors out of your control, especially in terms of how much the parent organization of your campaign cares about it. - High dial goals, significantly higher than most other similar positions in the industry. - High expectations with low compensation. It's possible to be trying your hardest and not be up to the standards of your campaign and the REVGEN program. - Limited parking. It's easy to get parked in and spend 15-20 minutes chasing someone down to move their car. - Lots of management changes and team shuffling. Less managers leaving, and more that SDRs and sales teams were constantly being shuffled around. I was blindsided by a managerial change that wasn't announced beforehand twice during my time in the program. - High turnover, even before graduation. Most people leave the program within the first 2 months, whether it's because they "flunked out," underestimated the time commitment being asked, aren't being paid enough, or genuinely can't live up to the pressure.
