I got a ton of great things from working at Edge but its not all sunshine and rainbows. Let it be said that no company is all sunshine and rainbows as they are run by humans who do human things and screw up sometimes.
The D2D grind wears on you constantly. If you sell in the summer, it takes up your entire day of the entire summer. You start a little later, 10:30 am but you get back home after dark but if you're all about the most money in shortest timeframe its a decent option.
Edge pays their D2D reps a lower commission than most companies but they compensate for it with a much larger contract value. They argue that it turns out to be more than the other guys in the end but I feel like that's not so true.
I agree with other reviews about how discussions with management go sometimes. They're great salesmen so they can shape the conversation and pigeon hole you into agreeing to what they say--even if you have a valid concern. THIS DEPENDS ON WHO YOU'RE TALKING TO because some of my leaders 100% connected to how I felt and were able to help me through some big things, which means so much to me.
I feel that operations and the servicing side of the company is going downhill and the service I explained is not in any way the service that I sold or explained. I have the service at my house and I've discovered that the technicians are not always the best guys and I've seen them take some big short cuts that end up making the service close to any other company. This is sad because Edge previously had the an incredible service. Keep in mind that this is just my limited interactions with regular technicians in their Utah branch and this does not accurately represent any other out of state branches.
If you do want to go on the path to ownership and equity in the company, the benchmarks you and your team have to hit are very lofty. Most managers spend 9-12 hours at the office every day trying to recruit a team for the summer. So you sell nonstop in the summer while managing your team and then build your team back up in the school year. It seems like theres this thought process that managers have about making a good amount of money in the summer but if broken down on a per-hour rate with the recruiting season, it'd be about what a normal person makes who doesn't work nearly as hard. Yes, if you do hit the benchmarks and become a partner, you're set for life, but you still have to work a ton and go knock in the summer with your team for years to come.
Selling pest control is very competive and your contracts aren't worth a lot of money (relatively). So you have to sell a ton of accounts to make decent money. That gives a huge anxiety to perform and get the deal. I definitely felt pressure to perform but that's more of my own personality than management breathing down my neck.
I feel like I was offered multiple incentives that were never paid to me. They were small incentives ranging from $40-$100 but the individuals who offered them to me just forgot to payout.
There were many instances when we would have a goal assigned to the team and were told that once we hit the goal, we could go home. There were very few times when that was the case. Most the time, when we did reach the goal early, the manager would set a new goal for the day to keep going and do better than we ever thought! Or something like that. That reward system is so backwards and it can't be all about stretching for numbers or your reps lose any trust or respect for those incentives.
