-Please take these positive Glassdoor reviews with a grain of salt…. I was highly encouraged to post a review on Glassdoor in the first month of my employment. How is encouraging employees who aren’t even out of their probationary period to post a review on Glassdoor, okay? Just something to consider when reading these reviews.
-Your base salary is based on “Industry Averages”…. Average pay for average reps, but for the most part our CSM’s were the best of the best, and should be paid as such. Not to mention your account loads are typically double or more when compared to other reps in similar segments. Come on DiscoverOrg, we speak to other CSMs when engaging with our customers.
It’s crazy how many times I’ve told another CSM my account load, and the immediate silence, followed by “Holy crap, that's insane”, is always super reassuring. I’ll give them credit though, I managed to reduce my accounts from 100+ down to 62, which only took a year or so. They are trying to do this across the board for all segments which is great.
-You’re essentially acting as a CSM and AE. Upsells are “highly encouraged”, although they will tell you that it’s not the focus of this job. LOL. I had one of the highest upsell numbers out of the CSM team, but hey I’m just a quitter that couldn’t tough it out. Nothing like building up a bunch of value through your conversations, call your customers and engage in super awkward price increase conversations, and then BOOM, the marketing team sends out a genius EoM/EoQ/EoY campaign while you're out on vacation to sell our data for 70-80% off.
Imagine seeing emails being sent in your name with the subject line “More data? Steep Discount?…” and then the second message in the sequence is an absolute heater: “Hey, just bubbling this to the top of your inbox…”. Where do they come up with this? If your intent was to confuse the hell out of our customers, it worked.
-Fear Mongering: Anyone who tells you they don’t use fear as a tactic to achieve results is full of themselves.
-Drowning in too many metrics, reports, and non revenue generating activities that sap up your time. Combine this with insane account loads, how can we truly be customer success advocates?
-The sheer disdain for anyone not working 11-12 hour days is beyond ridiculous. One of our leaders told this story about how back in the day I used to work 11-12 hour days, and this is what it took to get here. We're not you, and this TGIM/corporate bro mentality is ridiculous. If I want to leave at 5PM, I'll leave at 5PM.
-Lack of career advancement opportunities: Did you know that as a CSM, you can get promoted to a Senior CSM, Director of Customer Success, or manage a team of CDR’s? It’s clear that they want you to stay in production driven roles for the entirety of your career. Most people don’t want to stay as a CSM for the rest of their lives, and we needed a way to progress, just as the leadership team did years ago as they grew in their careers.
-Our CEO is the most unprofessional leader I’ve worked under. If I could sum up his conversational style in two words, it would be “condescending” & “interrogative”. People mistake his outbursts as “passion for his role”, but it’s no excuse for someone to behave and speak to others the way he does. I’ve witnessed on more than one occasion the CEO screaming at an employee so loudly, that everyone in the pit could still hear him through his closed door. I don’t care if that person made a big mistake, you don’t ever speak to people like that in a professional setting. He’s a brilliant guy, I’ll give him that, but he needs to work on this. Congratulations, you’ve surrounded yourself with a bunch of yes men and women who are afraid to give you real feedback.
-Nepotism/Cronyism: There’s a funny review on Glassdoor saying that if you combined Henry’s top 10 from Myspace, and compared it with the organizational structure at DiscoverOrg that it would look like a Venn diagram. 100% spot on.
-No formalized annual performance review, and the process of getting a raise is an absolute cluster. I eventually got the raise that I wanted, but to hear that “We want to give you this, because you’re one of our top reps and you deserve it” was really confusing to hear…… Then why make us jump through these hoops to get the raise we deserve? Drop this BS attitude that our reps should fight for everything. Just give your top performers adequate raises, it’s pretty simple.
-For a bunch of people who went to college, they have zero understanding of the equity theory, one of the most basic management concepts taught at school. One of our leaders had the gall to say that it’s wrong for employees to share what we’re being paid…. LOL, COME ON.
Imagine if employee A, who has nearly double the output of employee B finds out after his annual review (We don’t have one, but play along here lol) and raise that not only does employee B have a substantially higher base, they also received a raise, because he/she “asked” for it.
Now you can only imagine the frustration of employee A who is producing at nearly 2 times the rate…. Now let’s say that that employee A does make the decision to stand up for himself and push hard to get the raise that he deserves, has to jump through a few hoops, but gets what he wants....
Now you have a big problem, because it’s now clear that he works in an environment that does not provide increases or equity based on merit, but politics. Now that I’ve broken this down, it becomes pretty easy to see why your employees get so pissed every year during this time and some decide that this is enough and leave.
