Springbot reviews about "office"

As an innovative and budding business our team works extremely hard every month to maintain our customer base as well as continue to reach huge milestones set by our leadership Team. It's a lot of hard work but extremely rewarding and never unrecognized by our Leadership Team.

- springbot is a transactional sales cycle. Not to say this is a bad thing but I don’t recommend it for everyone. Very high pressure sales and high pressure expectations. Being a monthly sales cycle can be draining and not a great fit for everyone. If you’re the work hard play hard type, hungry to get paid, maybe an athlete or former “hype man” amongst your friends it’s probably a great fit for you!! - base salary less than average on the market but commission can make up for that - not a lot of room for upward movement into senior leadership roles but milestone promotions keep pay progressive - product is in a saturated market - LOTS of competition but very few that do it in a consolidated platform such as springbot - granted some of this competition starts at $0 cost and springbot @ $299 - does affect the selling process - yes. Colony square is literally a war zone of construction

The company is young and still going through expected growing pains with product and process that can cause a lot of stress. There is also the a culture of advancing people based on popularity vs skill, although this is not true in all departments. It is a great company for some but buyer beware. Things are not as they seem. Other cons: - lower than industry pay - poor parking situation - lack of communication and cohesion among teams; especially sales - lack of honest visibility into senior management/leadership - accountability is not consistent across all departments and some people (depending on their “popularity” are allowed to get away with a lot - Long hours with no work life balance - disorganized (although typical of a start up) - if you don’t agree 100% with leadership, you are labeled as a bad egg

1. The startup life is dynamic and ever-changing. Be flexible with new systems and processes. If you need structure and stability you may not be a great fit here. It's the nature of the growth stage and not a knock on anything other than a disclaimer. 2. The pay structure awards success but is not high. If you are looking for a job where you can kick-start your sales career and are motivated you will make money that is competitive especially if this is the first job for you coming out of college. 3. Cross-department communication. As the size of the business grows there are growing pains that are inherent. One is the ability to maintain open and continuous communication lines across the different departments i.e marketing, product development, sales, and engineering. This can sometimes inhibit the sales process as new products are rolled out. 4. Work life balance. Pressure to come in early and stay late can be a product of an open office environment. Make sure you develop a routine that allows you time to unwind and enjoy life. You can accomplish your goals in 7 hours if you apply yourself and stay disciplined.

Competitive & fast-paced- but in a good way!

Tough sledding on the growth side

The divisions within the company are unusually strong for its small size, and I saw them getting worse as it grows. The sales team seems to get the most priority from the top and the least respect from everyone else; from the outside, that side of the office often seems like a daytime frat party. For all the growth and new investment, the development team has stayed nearly the same size for years, and views itself as undervalued. New software requirements and deadlines are too often determined by other teams without input from those who will be doing the work. Usability and acceptance decisions are made by non-technical managers, not by customers. Employees are expected to provide their own computers to do their work. It took years for them to offer an inadequate stipend for this, and the result is a chaotic mix of technologies with no one in charge of supporting them. This always struck me as bizarre, and my concerns that it was hurting them in recruiting developers were met with shrugs. Training and advancement opportunities are mediocre. In the time I was on the dev team, exactly one internal employee made it to a management/architecture and stayed there. Their concept of an education program is to reimburse 50% on books, conferences (not travel), and so forth after the fact. It's very hard for developers to switch roles to things they'd be better at, and decisions affecting the team as a whole are often opaque.