SharpSpring reviews

- Few opportunities for advancement even after being at SharpSpring for many years - Leadership plays favorites and even if you reach out asking for assistance they are unlikely to help you - If you're hoping for more than just "flying under the radar" in a career, consider other opportunities with another company. They don't invest in mentoring or training their people. - The culture was toxic: lots of gossiping behind others backs, lack of guidance from many of the higher ranking leaders. -If someone got in the way of the CEO or suggested entrepreneurial ideas that would help, they were often seen as trouble and even fired in several scenarios. -Not everything about SharpSpring is bad but I would highly recommend assessing all your options and discussing your career aspirations with them before committing to working there.

I'm going to start this section with 2 definitions that really encompass what it takes to succeed at SharpSpring. yes-man (noun)- : a person who agrees with everything that is said especially : one who endorses or supports without criticism every opinion or proposal of an associate or superior. cronyism (noun)- : the situation in which someone important gives jobs to friends rather than to independent people who have the necessary skills and experience. Growth and protection are available to those who fall under one of the above definitions. Double bonus if you're both. This leads to the hiring and promotion of individuals who are grossly inexperienced in the roles they are taking. It also creates an environment where those individuals need to justify their position by micro-managing every task instead of trusting those under them. In the end, developing a negative/resentful environment, where providing a constructive opinion or differing solution will see you ostracized, and often labeled as "Combative". This is done because these individuals need to fiercely defend their decisions as if being wrong would invalidate the decision to promote them in the first place. This type of behavior is even echoed from the CEO himself. Who, despite being detached from the product and customer base, is often seen spending his day doing things ranging from making arbitrary product demands to proof reading help articles and blogs. These ideas aren't innovative or backed by product insight, but typically pulled from whatever *Unnamed major competitor* is doing. This has allowed him to drive out some of the most talented individuals the company has ever seen because they have the experience and foresight to recognize that this type of product management is destructive. Lastly, the Culture. If the above items weren't enough, the individuals responsible for maintaining the culture are not truly part of it. Often absent from the very events that they create - They've slowly lost touch with what it is to have a great company culture. Having catered lunches and a pingpong table is not culture. Culture is having employees that feel valued and empowered, and are able feel a sense of worth and accomplishment from their work.