Indeed reviews

Slow to change, the status quo is quite engrained. Office is out in the middle of no where on 360. Lower than industry average compensation. Outlook for promotion is not that great.

Business rules and rules of engagement for prospects have overly contributed to the hostile environment that reps have to navigate. Prospects (GOOD prospects) are far and few between so holding on to the few good leads you have is key. But even then, the chances of you closing a lead that has been called by at minimum 10 other reps before you is slim to none. This is because at Indeed, you must make at least 60 calls a day. If you don't have enough viable leads, you're calling the same leads more than once per day...over time, or maybe even immediately, you're going to find that people aren't picking up the phone simply because it's Indeed calling AGAIN. The business rules only add fuel to the fire when it comes to the actual working environment. Recognition for work well done is a great thing in any organization, but it could be argued that Indeed puts too much emphasis on this. This leads to an ego-centric mindset amongst both reps and managers...there is a semblance of "team" structure but it's actually every man/woman for themselves. The vision of the company is lost every time someone rings the bell and gets to play their song. If you're not doing well it's only a reminder that you're either leaving soon or that you need a miracle...You only end up thinking about your specific position. I'm not saying that it's impossible to maintain the overall vision, I'm just saying that this becomes harder and harder to do and you may find that you're asking yourself if it's even worth it. Petty-ego boosting and self-aggrandizement is a daily occurence, especially on the part of managers. This leads to excessive micromanagement that can build up to borderline harrassment and deception on the part of managers when a rep isn't doing so well. And it's all justified...because at the end of the day if sales aren't being made it is 100% the rep's fault. So my advice to you, if you're in the interview process is to ask your recruiter very specific questions about the company culture and how long on average a rep will last in their role. If you're female you may just not even want to bother, but of course, that depends on the person.