What is the hiring process like at HubSpot?

-great product and innovating to SFTC -customers love hubspot -handful of great sales leaders in middle mgmt who truly care and champion their reps -smart and articulate / hard working reps across the board

-No longer sustainable to sell here long term. -If you can survive selling here post ramp for more than 3 years at full quota you can do anything. It’s a grind and takes tenacity, grit, and lots of extra hours put in. Few and far between tenured reps in the sales org now when it used to be a badge of honor to sell here. Founders club reps game the system and others reps burn the candle 60 hrs a week to barely get over 100% with no difference in skill. -ASP is VERY low compared to quota of 1.3 million ARR. You’ll have to sell 9+ deals a month (you’re running every part of sales process solo) to get to your monthly quota target. -Lots of smoke and mirrors on a nonexistent strategy to “find and sell bigger deals” or “larger companies” with no accountability from sr leaders on how or if the data we have is accurate -Lots of sellers doing extra work to “gain leadership experience” but internal promos to manager only happen if you come in hot as a new hire post ramp when your quota is easy to overachieve -Little to no emphasis for promos on what you’ve accomplished long term - it’s only about what you did for leaders individually and recently in the past 2-6 months -Good at your job? Now you get to train all the new hires on your team -Lots of 1:1s spent giving deal updates and team wide forecasting that is info managers could find themselves with a little bit of effort. The sales managers that don’t waste their reps time and actually help them build pipeline are wildly successful. This gives ICs some hope - but few are willing to put in the extra work sadly. -Frustrating and nuanced SOP rules do not solve for reps - plummets morale -Sadly hubs is longer a gold star, high performing sales org that reps are eager to work at and recruit their friends to come to

Good salary considering you can work remotely, although you can maybe do better if you're based in London. Interesting and challenging work. Hiring and promotions are quite meritocratic, at least compared to other places I've worked, so most colleagues are good at what they do. A lot of autonomy and not too many meetings.

Staff morale is low due to erosion of culture and recent compensation changes, although that's a general trend in the industry. Leadership still too focused on putting in AI everywhere rather than improving the poor core product, despite customer pushback. Performance management causes stress. Small teams mean lack of knowledge sharing and single-person dependencies are the norm, and engineers are typically on call at least one week out of four. Lack of transparency at times, although I knew that before starting since the recruiter misled me about the interview process. "Flexible time off" means you get the bare minimum 20 days, and any more is at manager discretion and can depend on performance. Most other benefits (pension, sick leave, etc.) are minimal compared to other companies, although the private healthcare is good. Not open to part-time working. The London office facilities are very poor compared to the fancy Dublin and Boston ones.

Nice colleagues and no enforcement of office days … yet

Internal mobility is non existent and people are fed up entirely, a huge number of layoffs to the people team and now hiring a lot of contractors as cost saving measure - this is not giving anyone any trust in Hubspot and especially people ops. It seems a lot has changed since a change in Chief people officer last year and hubspots once very competitive benefits are now just standard if not substandard in the tech industry

The people: team members are really lovely and genuinely decent people.

Pay: Basic in comparison to other tech companies. The pay made sense when they had better benefits but now, there's no incentive to stay in the company. Internal Mobility: There is none unless you're one of the "accepted ones" that follows along with the politics and inequality in the company. New roles rarely come up and when they do you have to jump through 1001 stages to get into a role that you've already done and where you're left telling the manager how the job should be done. Benefits: They take away unlimited time off and mask it as giving managers and employees better control of when they take holidays. It's a cost cutting exercise so just be honest about it. Don't punish the company because one person couldn't use better judgement at governing a team's annual leave. Leadership: There is no one inspiring to work for anymore. Some of the senior managers in the positions they're in have barely done the job themselves and no experience in the role they're dictating strategies for. This is clear from them changing their strategies every 6 months. Some managers are genuinely fantastic but they're restricted by senior management that have no clue what they're doing, drinking the cool aid and lead with toxic positivity.

Incredible product, great culture & work-life balance

Lengthy and rigorous interview process to get the role

Work from home, health insurance and pension benefits, people(except most of the management)

Toxicity, gaslighting, from higher and middle management. Middle management is at the very best incompetent. At the worst, incompetent, and toxic to a point a lot of people suffer from burn-outs and go on extended mental health leave. People are encouraged to refrain from speaking up or sharing feedbacks and to accept whatever new, little-thought-through process the higher management pulls out of thin air every month. Failing that, they are told they are negative, they don't embrace change and put on PIP or just penalised in their performance review. The CSM role has become nothing more than a cold calling role. Customers are unhappy and moved to new contract models without having agreed to that. Which makes them feel tricked.

Good people Relatively easy interview process Structured onboarding & RAMP period for a year when you join - however this is dependent on passing probation after 4 months in funnel (results focused probation period). Good product - easy to speak to customers around and find a genuine need for it

Where to start... when you join HubSpot and go through the engaging and structured onboarding, it feels like it can only be up from there. However, going into the role it soon becomes the reality that operationally you are not set up to succeed at HubSpot. There is extremely little inbound and so your day to day is spent fighting over the scraps of accounts within a "sourcing" pool that all reps within your region share. Higher tenured reps seem to know the tricks of the trade, you will find the same 5-10 people dominating the leaderboards, winning all of the SPIFFS and earning a tonne of money. To do well at HubSpot you need to know how to cheat the system, or be comfortable stepping on other people to succeed. Because everyone is in competition with each other, the culture feels extremely fragile, and you will find when you join that other reps are reluctant to help you or unwilling to share how they are successful, as it makes you a direct threat with them. Hours of the week are spent 'sourcing' accounts within a system that is heavily flawed and literally makes no sense whatsoever. If you are not achieving your targets, the system automatically places you on a PIP, giving you 3 months to turn things around otherwise you are out of the door. It does not take into account previous months/years of high results, attitude to work nor skills as a salesperson. The churn rate is through the roof with many reps leaving either after not passing probation or for not passing PIP - this also creates an extremely stressful and depressing workplace environment where everyone is in constant fear of being fired. Leadership acknowledge the job is hard - however this to them is a failure on the rep and not on the heavily flawed systems that the reps are working with. The advice usually is just to "work harder" and by that the success metrics are focused on the number of cold dials/cold outreach, something that is heavily monitored within the HubSpot platform. Most reps are working through their PTO as are scared that accounts might be taken from them during their time off. PTO isn't taken into consideration if your activity is low for the month, you are just expected to make up the difference on the days you are working. It is extremely KPI heavy. Monthly targets DO NOT WORK when a sales cycle is taking 3+ months. The amount of micro-management and lack of trust is wild - we are adults not children. I am personally looking for a way out of this company and would not advise to anyone. Avoid avoid avoid.

• Remote first working model • Team of coworkers who are generous and kind • Competitive Pay (for new hires) • 401(k) and HSA matching

• Inexperienced managers are given leadership roles to more experienced direct reports. I understand that there is value in allowing an IC to grow into a team lead role, but it is very evident that the new managers lack experience in people management. Perhaps a new people leader should receive one direct report first before managing 4+ ICs. When I took the offer to join this company, I was excited to work under a highly regarded leader who was well versed, only to be traded under the leadership of a former peer. The new manager's leadership style is dictative, aggressive, deeply unempathetic, and immature at best. Work/Life balance is not evident, and conversations are not always productive and considerate. • Compared to competitor tech companies, the benefits here are lacking. Fitness reimbursement is low, maternity leave is average, and ICs do not get a bonus or RSUs (company stock). • The company has been in the red quadrant for quite some time, so I am uncertain of its profitable outlook over the next few years. • Priorities are constantly adjusting to the point where if you start working on a "high priority" project, it gets pushed back. Once you're able to deliver on a goal, there is very little to no time to evaluate results and iterate. • This company runs like a growing start-up with very little realized structure. Important documents are not properly organized, processes are not well defined, and budgets for resources are conservative. • The guidance for PTO has been reduced, and the "July week of rest" has been repositioned to be included in the 4 weeks of PTO and is no longer "mandatory".

- The people: Everyone is genuine nice and care about doing a good job in the middle of this chaos. - Perks

- Work and Life balance is no longer a priority. - Lack of career progression, it's easier get in to a "better" role from outside than growing internally. - Method of promotions are more challenging and less fair. - HR don't bother anymore about giving feedback, and the steps of the interview process is very archaic, long lasting with 6 steps sometimes.

- Amazing product! Was the best and most pleasant to sell product in my entire career. The innovation, usability, horsepower, development rate incorporated in HubSpot are second to none - Transparent expectations, promotion paths, tiers and positions. You know exactly what you need to do to promote to the next level - Colleagues. Great people, excellent sellers, multicultural and super inclusive environment. Some managers were stellar! - Good benefits which can transform a standard paid sales position (yes, the compensation is sub-par or average for the industry) into something quite attractive thanks to stocks/ESPP, medical insurance, education stipend etc - Remote/hybrid work policy and they stand by this. Plenty of colleagues are fully remote and having offices in so many countries makes it a truly international environment - Ability to work outside of the country (90 days for non-sales roles, 30 for sales roles), very handy for all expats - Amazing office and facilities, with fresh lunch and breakfast onsite, modern and central office, great amenities - Respectable, solid company with a strong strategy on a global level

- Your experience will depend a lot on the team and manager. In HubSpot I met both the best and worst managers in my entire career. The standard for hiring is very high for individual contributors, but unfortunately not the same for managers. HubSpot became a breeding ground for some sub-par, political manages recently. - Although you can potentially look at lateral movements, things are slower and much more political than you'd think. For example, we had a BDR colleague excelling at her job, with a solid track record for 3+ years with 0 chances in the foreseeable future to move to an AE role - Political BS became a thing - in the past year and a half I started hearing things like: watch your back, add "subject to approval" to any commercial offer you send out, be careful what you say etc - Toxic positivity - be ready to keep your opinions and questions to yourself, unless they're raving praises. Anything else will get labelled as "not having the right attitude" and "not being positive", regardless of the data you bring to the conversation - Targets are considerable and becoming bigger and bigger every 6 months. You'll be expected to bring over 1 million $ ARR/year but as soon as you trailing performance (for 6/9/12 months according to segment) drops below 70%, you'll be automatically put on a PIP. If you don't get off PIP in 2 months (100% attainment), you're automatically sacked, as per your contract. Don't expect too much investment either for this - we had 1 BDR for 4-6 reps - For some reason, managers have very different targets and there were months where nobody on the team hit their targets but our manager was celebrating hitting the team number 😕 - Historical low morale and trust in senior executives. After the sudden layoffs announced in a bleak email, an atmosphere of distrust and suspicion became the norm - Business decisions are often taken in the US with no consideration of what's actually happening in a certain region/market. For example, because the region I was in was doing relatively ok, they decided to increase on a company level targets (considerable double digit increase in a very tough year - 2022), doubled the headcount, and even of we lost 33% of BDRs, had 0 investment in marketing for the region, QLs dropped by 40%, lost 5% of the total book of business (and now divided between more reps), hired a brand new manager to CRMs, they kept hiring, basically condemning a team which struggled so much to get to a healthy level, to an inevitable underperformance track. Truly sad and demotivating. When asked why are targets still being increased if we're all struggling, we were told to just suck it up. Even CK mentioned in a Wiki post that this maintains a culture of performance... - HR is not your friend. Spare yourself the trouble and don't bother reporting anything to HR as you'll became a walking target from that point on. If you have any concerns, keep them to yourself or just leave the team/company. Retaliation was very swift and HR avoided to talk about this for months, even if I begged them to facilitate a conversation. Same manager received several other HR complaints from other people on the team (all top performers, funny enough) but that never got addressed. So if you have matters you need to solve, don't expect HubSpot to actually care or address it.