Pros
When I started at Glassdoor two years ago, there was an amazing company culture, especially amongst the sales org. I had a smart, strategic and motivating manager with a very tight knit team. I was motivated to come to work every day but also had the freedom to work from home, come in early, leave early and significant flexibility with my schedule. My manager trusted me to get the job done and with that, gave me significantly more confidence and motivation to perform for myself, my manager, my team and the sales org. I wasn't focused on quota, because with the support and confidence my team had in me, along with reasonable targets, hitting quota was challenging but realistic. When I would hit my quota or my team would hit our quota, we would always celebrate those wins. It was an awesome environment and I will forever cherish those days I had at Glassdoor. If I was writing this review one year ago, it would have been a 5 star review.
Cons
Essentially everything I mentioned in the Pros no longer exists on the sales floor at Glassdoor. My manager and director were promoted and I was assigned to a new team, manager and director. Very quickly, it was made clear by our director that the flexibility in our work schedule would no longer exist. We were not trusted to get the job done in a way that made sense for each individual, we immediately were given strict activity numbers to hit and an outline for what constitutes being put on a performance plan. This fostered an extremely stressful and cut throat environment that still exists today. While we have added essentially no new products since I've been with Glassdoor and hardly any increase in user traffic... Our quotas have doubled each year. Both years, leadership has come back to us and said that they "messed up" in calculating those quotas halfway through the year before making any kind of change to those numbers. While I believe my new manager was a great manager with good intentions, there are way too many reps assigned to one manager. With having to constantly report forecasts and because numbers were the main focus for executive leadership, all managers can really focus on is reporting leaving little time to build a team and individual bond with their employees. Needless to say, morale is extremely low. Quotas are way too high and salaries are way too low. People on your sales teams can only take so much. This has been going on for 7+ months. Leadership knows about it and has continued to drive extremely high quotas and activity metrics, constantly bringing in more sales bodies, cutting the books of business and limiting spend on small things like happy hours and team outings that build team comradarie and morale. The list goes on.
