Seamless AI – Not So Seamless Operation. Seamless as a company has many senseless policies and poor operations, not typically seen for a growing $50Million+ company. The first ridiculous policy is initiated when an employee is hired. Seamless has a clause in their reimbursement policy that if you do not work for them for 2 years they will make you buy your *required* Dell or Chromebook back by taking it out of your last paycheck. One of many shaky policies. Seamless.AI has a serious lack of operations and communication. It is a simple case of the left hand does not know what the right hand is doing, and it starts at the top with the C-Level. With quite possibly the worst operations I have seen at company, employees are often left wondering how to navigate this wild wild west of ever changing policy/standard practice. The C-Level often switches back and forth from messaging to pricing to billing ops to standard practices. This leads to high amounts of miscommunication and stress between the different teams and passing of the blame. The miscommunication starts with the CEO, who tells his employees to pick it up because numbers are down, then posts about his day on his boat or how Seamless is thriving, in the same week or even day. Then, when you would like to go to someone, it can be a bit of a conflict to have a CHRO that also serves on the company’s legal team. Which is probably why Seamless has also lost 3 other HR executives and 2 legal personnel in the last 6-8 months. I would suggest that Seamless should reevaluate its leadership, because unfortunately LinkedIn post do not equate to business practices. On the sales side of things, please do not expect to come in and get training. I would rather be trained, than good. More operational failure here due to the lack of guidance. The is no defined promotional path nor growth path in sales. Even if you do receive a promotion, why would you want it? Imagine having to run a team (that must hit quota), still hit your own quota, and chase down any monthly deals that didn’t pay…awful. The CRO leads by the ‘fly by the seat of your pants’ and ‘RaRa’ mentality, often leaving you to wonder if he spends more time in the slack channel or Linkedin than working with his sales team leaders to make things better. There is a fine line between promoting mindset and doing “whatever it takes”, versus dealing with reality and gaslighting your employees. Unfortunately, Seamless has crossed that line repeatedly. Successful leaders listen, Seamless simply hasn’t. From meaningless/unwanted daily morning meetings on mindset over training, to getting rid of useful tools like Gong for a cheaper version and not showing the team how to use it, to its the lack of support for sales producers with reduced quotas, etc. Also, Seamless has just rid of the kickers for sales and growth cut peoples pay significantly. For a growing company to pay Account Executives 50-60k base salaries then quote their OTE as over 250k is simply unprofessional. The metrics to cash-in are also absurd, the quota is in MRR yet, if you sell monthly, despite having a collections team, you as the AE are responsible for making sure the client pays every month. Not to mention that Seamless calculates your earnings manually and it is on you the Account Executive to double check for mistakes or unpaid invoices. As an AE, expect to play the role of AE, SDR, Manager, Billing, Customer Success, and now possibly growth with the new metrics. If it wasn’t for the people and my direct team, I would not have learned the sales skills that I did. Seamless’ recruiting plug is that it is a rocket ship and it was, but unfortunately with the lack of C-Level leadership and ability to listen to its employees, it’s a rocket ship to nowhere.
