Spot AI reviews

- Constantly moving goalpost, you can hit your number all year and then be told you suck at your job by people who have never been in sales - No actionable feedback until its time to use it against you as a reason to be underpaid - threatened legal action by HR when you choose to leave - decisions made from ego - Organizational changes are rarely thought out or fully baked before being implemented, which makes you constantly fighting to keep your head above water - Blatant lies constantly from leadership - Favoritism to the CA office in terms of accounts, deals, leads, salaries, promotions, territories, etc - They keep people with major HR violations on staff because they bring in lots of expands, and then put them on your team and say deal with it or else - If you try to bring up concerns, you are threatened to be fired, but then after the fact when people leave they are told "this is your fault, why didn't you bring up your concerns?" - the product doesn't work, but hide that and sell it anyway - put down from the founders and upper management no matter how your perform or how long you've been at the company and been loyal to them - constant leadership turnover - no proactive change, only minor improvements after a full year of the team begging

I would highly consider the reviews before choosing to work at Spot. As many other reviewers mentioned, there are glaring leadership issues impacting employee satisfaction and company culture within the Sales and Marketing orgs. From the beginning, it was clear there was very little in terms of training and a lack of clearly defined policies and procedures in place - there is no onboarding for any Sales or Sales related position. While it’s not uncommon for a growing tech company to experience quick pivots, Spot’s Sales and Marketing leadership are constantly chasing after the next shiny (and often unproven) thing; lead funnel, ICP, key industries, etc. Any failure in revenue due to the constant changes (which are deployed but not taught to the Sales team) is blamed on the reps. Often the decisions made may appear to be beneficial in the short term but are short sighted and negatively impact our customers, team structures and make daily work more difficult for employees. There’s also a current pay disparity between roles - new hires are getting paid significantly more than seasoned high performers. There is no SDR to AE pipeline although they claimed there was. Three have been promoted in the history of the company, and will likely pip out as there is no training on how to be successful in that role. There’s a blatant and embarrassing favoritism to the SFO office and their hand-picked hires of the VP of Sales (who have failed to meet quota after being employed ~9 months). Reps in the UT office who performed equally as poor were quickly let go. Although their LinkedIn posts and investment metrics say differently, there is extremely low quota attainment across the Sales floor. To be successful you need preferential treatment from the VP (a rep can be made manager after failing to meet quota over several quarters if they are prior friends), and get hand outs via deal regs from managers.