"Company culture" is HIGHLY political - lots of favorites and it very much follows the "what have you done for me today" mentality. Many successful SDRs/Reps with lots of potential are overlooked because they aren't the managers favorite. You must be a part of the Good-Ole-Boys Club if you want to do well and grow your career here. Favorites end up getting the best territories and holdovers (usually 3-4 times the amount of good, workable accounts compared to the others). Many talented reps come in to find how difficult Xactly is to sell in the SMB/Mid-Marketspace (which is the role every AE starts in) and don't end up selling anything for 3-4 quarters before getting a deal in, pretty sad and inconsistent.
The Lead Gen (SDR) team is where the company fails hard. They have zero interest in promoting internally as they don’t have management with leadership skills to effectively coach and grow careers. Talented SDR's get burned out and the organization loses potential star reps. Most of the leadership is hired internally and never proved their leadership capabilities, only that they could hit a number, so they fail once they are in seat to lead. To supplement this, they hire overqualified people to take a downgraded SDR position promising them a fast track promotion because of previous closing skills, so that Xactly doesn’t have to invest in teaching them the skills needed to be hired as an AE. The recruiters over-promise and consistently fabricate how quickly you can get promoted and potential earnings to get talent in the door, only to leave them disappointed and the turnover cycle to continue.
I know for a fact that when HR/Recruiting team sees a negative review on Glassdoor, they actively find someone who hasn’t written on one their team to post a positive one to lessen the effects of the negative, honest reviews.
Another side note, SDR organization is made up of 90% male and fail to make it a diverse workplace.
