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I worked at Brink's Home SecurityDoesn't RecommendDisapproves of CEODoesn't RecommendDisapproves of CEO
Decent medical and dental benefits, paid holidays, 401K, company paid training, mileage reimbursement, company provided leads, local management sales support.
Long hours, abysmal company provided lead quality. The leads got worse after the brand name change (from BRINKS to BROADVIEW). The name change wasn't helpful but the expectations for closing ratios for company provided leads was made even more unrealistic.
The time investment for in-home presentations at 2-plus hours in addition to travel time, easily 3 hours invested in a presentation, which may pay as little as $45 (if sale was closed) or $0.00, if not).
If the SSC wasn't fulfilling all company sales requirements, i.e. self generated sales, company generated sales close ratio or having too low additional revenue per sale, the SSC would be put on a training program, requiring SSC to meet with manager every morning. When sales dropped off after the name change, just about all SSC's were required to participate in additional sales training, requiring more (non-income producing) timeinvestment from the SSC.
Company provided appointments set as late as 7:00PM, which would preclude SSC from getting home any sooner than 9:30PM, and if you were in a mandatory training program, this would make for a 12+ hour work day.
Constant pressure from upper and lower management to fill sales quotas, with the threat of job loss being the motivator.
Revolving door. Management constantly focused on hiring and training new employees rather than supporting the "seasoned" staff.
Management focused on "this is how it has always been done" even after a major event such as a brand name change. Management still not willing to look at alternative ways to streamline and maximize business opportunities.
Advice to Management
The company spends a great deal of money training all SSC's the company's way of selling the product and product knowledge. In my class there were 36 students. Six months later there were only a handful left. If you were to focus on retaining good people rather than churning sales associates it would boost morale and build a much stronger company.