Heartland Payment Systems


Heartland Payment Systems Jobs & Careers in New York, NY

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30+ days ago

Division Manager

Heartland Payment Systems New York, NY +2 locations

Division ManagerDivision Managers (DMs) are senior leaders of out organization whose responsibility is to deliver a replicable growth strategy that… CareerBuilder

30+ days ago

B2B Sales Consultant

Heartland Payment Systems Brooklyn, NY +6 locations

Tired of just liking your job? Wonder how it would feel to love your job? Do you want to be rewarded fairly for your efforts? Earn an income you… CareerBuilder

30+ days ago

Business Services Sales Executive

Heartland Payment Systems Bronx, NY +6 locations

Tired of just liking your job? Wonder how it would feel to love your job? Do you want to be rewarded fairly for your efforts? Earn an income you… CareerBuilder

30+ days ago

B2B Sales Payroll Executive

Heartland Payment Systems New York, NY

The Senior Product Advisor is responsible for the sale of the organization's payroll and related products offered in a specified region or major… Glassdoor

30+ days ago


Heartland Payment Systems, Inc. New York, NY +4 locations

A Division Manager must manage and achieve their Division’s productive sales goal on a monthly basis. Divisional Communications • Daily and… Glassdoor

21 days ago

B2B Outside Sales Representative

Heartland Payment Systems Yonkers, NY +3 locations

Heartland Payment Systems Territory-Relationship Manager Compensation: Weekly Pay/Commissions/Residuals Are You A Territory/Relationship… Heartland Payment Systems

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Heartland Payment Systems Chairman and CEO Bob Carr
Bob Carr
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  1. 13 people found this helpful  

    Divisional Managers Do Not Train- Stay Away If No Industry Experience- You Will Go Bankrupt

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Former Employee - Relationship Manager in New York, NY
    Former Employee - Relationship Manager in New York, NY

    I worked at Heartland Payment Systems full-time (more than 3 years)


    Company offers more than just merchant services. College Campus program and School Bucks- Diversified product line.


    1- Lowest payout in the industry-competitors that are W-2 offer higher residuals with signing bonus and higher residual only compensation plans.
    2- Divisional Managers have very little industry experience- cannot read a competitor statement. Those that look to leave are rewarded with a Territory Manager position to stay- no ability or experience necessary
    3- Divisional Managers paid guaranteed salary- no skin in the game- Divisional goals go down rather than up- not sure what business model this is taken from.
    4- Zero Expense policy- most Relationship Managers do not last more than 6 months and then realize they have spent more of their own money than they have earned.
    5- You need to have close to $1500 in residuals before you own your residuals- Interview question- Ask for the names of employees in the division that have become vested in the last 3 years and if you could reach out to them for insight...cricket chirping. If you are vested and want to sell a portion of your residuals than you must have produced $6000 in margin in the last 3 of 4 month which equals about 8 deals a month.
    6- Last Day of the month means managers swipe preloaded gift cards to trigger installed margin. Account flipping is prevalent so managers can say they hit their margin goals- Bad for the sales rep, the client and the SEC.
    7- Micromanagement- commission only job- constant e-mails, texts, e-mail, FTAs, Hot Wheel Calls, more micromanagement than an assembly line in a factory.
    8- Reps terminated via voicemail and when they are in the hospital. Result of having no interpersonal relationship with the sales staff. You do not hit your MIN you are gone. Your MIN is $6000 in margin or approximately 8 deals a month
    9- Any who leaves who is successful gets sued- Owning your residuals; lifetime residuals is a fantasy.
    10- Noncompete is overreaching- Before you accept a position see how many years you are handcuffed after you leave- At HPS it is 5 years.
    11- Restrictive Pricing and High Schedule A- in ultra-competitive metro markets you have a $25 monthly cost and price floors put in place you cannot go below with giving up your signing bonus.

    Advice to ManagementAdvice

    Managers need to be better qualified. Have Divisional Managers spend time in the field with their Relationship Managers. Restructure the comp plan in higher cost of living areas so you can retain sales professionals. Provide an expense allowance tied to their production. Constant e-mails and texts are not going to encourage sales reps to open their front door. Genuine interest in their careers might...try it.

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