Zones Sales Support Specialist Jobs & Careers

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30+ days ago

Strategic Product Sales Specialist

Zones, Inc. Cerritos, CA +4 locations

The Strategic Product Sales Specialist will be responsible for supporting two critical functions: first to be a subject matter expert sales… Glassdoor

25 days ago

Microsoft Solution Specialist

Zones, Inc. Portland, OR

Provide clients and sales reps support & solutions pertaining to Microsoft Solutions, deployment & utilization. Manage account relationships through… Glassdoor

30+ days ago

Senior Sales Operations Specialist

Zones, Inc. Auburn, WA

The Senior Sales Operations Specialist will act as a liaison between sales and other departments to remove obstacles, manage escalations, facilitate… Glassdoor

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Zones Reviews

170 Reviews
170 Reviews
Rating Trends

Recommend to a friend
Approve of CEO
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Murray Wright
57 Ratings

    Not the big leagues

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Current Employee - Enterprise Account Executive
    Current Employee - Enterprise Account Executive

    I have been working at Zones full-time (more than an year)


    Company is gaining some limited visibility as a VAR player.
    If you hustle, have some good accounts, bring on some good buying accounts, you can make a little money.
    Work-Life balance is good.
    The longer you can hang on, the more money you can make.


    -Compensation. It seems like compensation is on-par with other VARs, but falls terribly short of OEM field jobs. Basically a 50% paycut if you are moving, for whatever reason, from an EOM field job.
    -Antiquated internal systems. Moving to Dynamics CRM soon, but it may be too late.
    -Leadership is over their heads, at MOST levels.
    -Quotas are arbitrary numbers assigned to you, without any kind of research or in-depth study of territory historicals or potential

    Advice to ManagementAdvice

    -Showing people a slide of the McDonalds Training Center, as a threat, does not motivate anyone to work harder, or make them want stay with your organization.
    -Pay your employees close to what the OEMs pay or you will ALWAYS lose your talent at the first opportunity.
    -Invest in 'big boy' tools and resources

    Doesn't Recommend
    Neutral Outlook
    Approves of CEO

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