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30+ days ago

Territory Manager- Philadelphia, PA

Chemsearch Charlotte, NC

Territory Manager - Chemsearch FE A division of NCH Corporation Chemsearch FE (www.chemsearchfe.com) is the fastest growing new business unit within… Glassdoor


5 days ago

Territory Manager

Chemsearch Chicago, IL

Territory Manager - Chemsearch FE A division of NCH Corporation Chemsearch FE (www.chemsearchfe.com) is the fastest growing new business unit within… Glassdoor


5 days ago

Outside Sales Rep

Chemsearch Amarillo, TX +8 locations

• Build a strong customer base within core market segments using a proven sales strategy developed and vetted over several decades. Market segments… Glassdoor


Chemsearch Reviews

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  1.  

    Terrible Experience

    Former Employee - Anonymous Employee
    Former Employee - Anonymous Employee

    I worked at Chemsearch

    Pros

    The products are outstanding. Never had I experienced or anticipated the experience of a customer being disappointed with the performance of the products.

    Cons

    Your success path is truly dictated by the type of territory and manager that is assigned to you. For example some reps can make a significant amount of money as early as their first year, if they pick up a solid book of business. If you are assigned to what is described as a scratch territory, which is one with no to only a few accounts, your chance for success significantly drops. The reason for that is because Chemsearch forces their sales people to switch to full commission within 12 to 15 months, and they reduce your base salary along the way. Your commission percentage increases when they change your salary, but unless you are selling $15,000 or more per month it is very hard to make a living.

    Regarding the management, there are some very dedicated people that work diligently to help their sales reps. Unfortunately you have a few other managers that couldn't lead a group of Boy Scouts on a two mile interpretive trail with a map and a compass. The running joke with those particular ones is that they are reading out of manual when they call you every week. A textbook example is the generic brownie point propaganda that is listed in the review from the manager in Houston ( FYI this is one of the managers that is far from satisfactory). The biggest frustration is that not only do you not receive proper assistance from the not-so-good managers, but these particular ones do not go to bat for you with upper management whatsoever.

    Advice to ManagementAdvice

    Come clean in the interviewing process: save people and their families grief and disappointment by telling them in advance that they will not keep a salary for long.

    Get with the 21st century and develop a marketing team that generates applicable data for new and existing sales reps to utilize in gaining market share. It's time to get away from the "look it up on Google" strategy.

    Correlate training based upon the prominent industries in a given territory so that reps can be directed with the proper products, approaches and potential leads in their respective territory. Giving everyone the same products months at a time to learn is not always beneficial for each new rep.

    For goodness sake stop slapping quotas on reps as a prerequisite for additional training....that is absolutely ridiculous and is of no need of discussing any further.

    Please become more selective in the selection and placement of Business Development Managers. My manager provided ZERO assistance in a variety of areas including products. I had to learn about other products that could help me out in the field from new reps, yes new reps. My time spent on ride a longs and over the phone with my manager was an absolute waste.

    Finally if someone is establishing a scratch territory use some common sense and pay them on a different scale for a longer time until they get established, and if you think it's easy living off of commission in 12 months in a scratch territory try it for yourself, or send one of your "Business Development Managers" into one and see how not so great that works out.

    Instead of spending money on exotic vacations like a week long drunk fest in New Orleans for the managers, invest more in the people who are busting their tails to try to help the company and make a living for themselves and their families.... Shameful.