Magenic – Minneapolis, MN
Ideal candidates will have a demonstrated track record of ‘sales excellence’ and experience owning the sales cycle from lead generation to closure… Magenic
Magenic – Minneapolis, MN
• A high energy level and the tenacity to drive to a goal. • Time management, set your own pace • Excellent communication skills… Magenic
Magenic Technologies Photos
- Comp & Benefits
- Work/Life Balance
- Senior Management
- Culture & Values
- Career Opportunities
I worked at Magenic Technologies full-time (less than a year)Pros
Leading technologists and practice leads, large enterprise/Fortune 100 clientele. Magenic is an excellent place for developers new to their careers to gain training and certifications. There is a clear career trajectory for technical resources, not so for sales.Cons
Magenic is a small player in a market of large competitors. Although at the leading edge (supposedly) of technology and custom development expertise, Magenic is sorely lacking professional management and sales processes.Advice to ManagementAdvice
Magenic promised a higher level of compensation than my prior employer and I assumed the role based upon that aspect of my offer. Within the second month of my employment bonus and compensation plans were drastically reduced rendering my position to be lower paying than my prior role. Further, they arbitrarily mandated early schedules, rigidly requiring arrival at 6AM. The sales organization fails to retain talent for outside roles and has an extremely high attrition rate among account executives who come from outside the microcosm of Magenic. The managers currently responsible for their Inside and Business development have no direct sales experience and have less acumen than most college interns placed with mature companies. The entire sales group lacks any succession or adequate training and employee development process. The sales organization appears not to have a regimented sales process and is dependent upon key contributors for success. Magenic is a small, privately held company and acts as such. The employment contracts basically allow for the Presidents or their designees to implement any mandate at their whim, and little to no protection or processes exists to air grievances.
Individuals who lack real sales experience ought not be placed in positions of management for any level of sales, ever.
Reductions in commission and compensation are a sure fire way to alienate employees and will make it nearly impossible to attract and retain high quality talent/candidates.
Management needs to articulate expectations more clearly, and should be upfront and transparent in discussing perquisites and compensation. Concerns ought to be addressed in a formal process.
Management ought not be evasive and obfuscatory when dictating mandates which are disadvantageous to employees. Concerns and conflicts should be dealt with in a formal process and communicated clearly, along with potential consequences or actions etc.
What occurred to me was nearly an example of detrimental reliance under promissory estoppel based upon the terms of my initial employment offer, failure to supply me with a copy of existing compensation/bonus plans prior to employment when I received my offer letter, and the changes which occurred shortly thereafter dramatically changing these terms.
A comp plan should never be released simply as a stack of numbers or without formal terms and descriptions, nor reduced to a small fraction of payment compared to that of former compensation plans.
Compensation should not be reduced in lieu of "enablement" tools which carry high costs.Doesn't RecommendNegative OutlookNo opinion of CEO