Edmunds.com Area Manager Reviews | Glassdoor

Edmunds.com Area Manager Reviews

Updated June 29, 2017
5 reviews

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Area Manager

1.9
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Edmunds.com CEO Avi Steinlauf
Avi Steinlauf
4 Ratings

Employee Reviews

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Pros
  • Having the results only work environment has allowed me to still be the mother I strive to be and earn myself a living (in 48 reviews)

  • Other pros are the Results only work environment and the really cool office space/d (in 21 reviews)

Cons
  • The company preaches work life balance but what does that mean and to who (in 7 reviews)

  • Bad traffic leads to bad commutes to work in the Santa Monica area (in 9 reviews)

More Pros and Cons

  1. Helpful (7)

    "area manager"

    StarStarStarStarStar
    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Former Employee - Area Manager in New York, NY
    Former Employee - Area Manager in New York, NY
    Doesn't Recommend
    Neutral Outlook
    Approves of CEO

    I worked at Edmunds.com full-time (More than a year)

    Pros

    product value is great need more confidence in presentation

    Cons

    To many management clicks. Easier reports for customer interpretation

    Advice to Management

    Get rid of the management clicks. You have to much churn in your field staff that works hard to produce revenue.


  2. Helpful (9)

    "Area Manager"

    StarStarStarStarStar
    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Former Employee - Area Manager in Sacramento, CA
    Former Employee - Area Manager in Sacramento, CA
    Doesn't Recommend
    Negative Outlook
    Disapproves of CEO

    I worked at Edmunds.com full-time (More than a year)

    Pros

    Work from home. decent money

    Cons

    very bad management. unorganized. dishonest. product does not get good results which results in high client churn.

    Advice to Management

    Stop being so arrogant and start showing some concern for your staff. Stop hiring people from dealerships that have absolutely no people skills whatsoever. your mid management is treating the sales staff like they are children. You are hiring professional adults that have many years in the industry and then are treating them like children. Fire all management in the sales division and bring on more competent people. Pay closer attention to a curtain type of manager hiring the same type of staff.

  3. Helpful (13)

    "Stay away if you are a $100k plus top performing sales professional!"

    StarStarStarStarStar
    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Former Employee - Area Manager
    Former Employee - Area Manager
    Doesn't Recommend
    Negative Outlook
    No opinion of CEO

    I worked at Edmunds.com full-time (Less than a year)

    Pros

    There is a nice work/life balance.

    Cons

    If you are used to $100k or more per year...please stay away. They cut the pay plan a couple months after I started and it was not for the better. The product is sub par and management thinks they are better than competitors (if you look at a dealership reporting you will see this is not true). The ROWE environment is nice but does not help when you are in the field trying to get things done and your support team is playing Pac-man! The players in the automotive classified advertising space are Autotrader.com and Cars.com...please check out those opportunities before Edmunds.com

    Advice to Management

    Get new Management ASAP


  4. Helpful (10)

    "There is a reason there are so many openings at Edmunds!"

    StarStarStarStarStar
    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Current Employee - Area Manager in Los Angeles, CA
    Current Employee - Area Manager in Los Angeles, CA
    Doesn't Recommend
    Negative Outlook
    Disapproves of CEO

    I have been working at Edmunds.com full-time (More than a year)

    Pros

    The comp plan is decent but it changes all the time (3 times in 2013).

    Cons

    This is a California based company that wants to be like Google but they act like McDonalds. The brand is tired and stale and there are no plans to do any marketing. There is a giant disconnect from the home office and the sales force. You can not expect huge jumps in product placement if you raise the price 500%. When that doesn't work you "force" bundle the product; but what you don't understand is, nobody knows about the product! Edmunds is barely delivering on their existing products but there is an expectation to force the adoption of all the new products!
    The expectations for results is immediate and constant. The goals for revenue is daunting and the financial pressure for retention is severe. Fear and threats are common management tools, this comes from the top and filtered down to the "middle" managers. Turnover is extremely high at Edmunds. For every 1 person they convince to stay 3 people leave.
    Be careful if you are thinking about working here. Read all the reviews on Glassdoor, research the average tenure of sales people form Edmunds on LinkedIn. The sales side is completely different from the software side; a different world. It's strange to see a company where 1 year is considered "a long time".

    Advice to Management

    Form letters and emails are no way to communicate with your sales force. Upper management needs to have an actual conversation with the sales team. Create a plan and stick with it.


  5. Helpful (7)

    "No Direction"

    StarStarStarStarStar
    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Former Employee - Area Manager
    Former Employee - Area Manager
    Doesn't Recommend
    Negative Outlook
    Disapproves of CEO

    I worked at Edmunds.com full-time (More than a year)

    Pros

    Home office is friendly and in an excellent location. Edmunds has some great name recognition. Fast payout on expenses. Did I say the Home office is friendly?

    Cons

    This company has two very distinct business units, Editorial and Dealer Sales. Dealer sales has no vision, direction or true goals. It's not like the left hand doesn't know what the right hand is doing; it's more like the left hand HATES the right hand. Edmunds has constant changes and suffers from incredible retention problems. The two people that run the "sales" division seem to actually hate the sales people. There is very little training as a new hire and even less on going training. The latter may be because there is such a high turnover. I've seen people written up in less than two months! How is that possible?
    Your sales people are just thrown to the wind; it's either sink or swim.
    Pricing is all over the board and only the select few can present discounts.
    The "National" director is more of a bully then leader and there is a culture of fear and retaliation that runs rampant in the company. The national sales call (which is really a quick 15 minutes of 5 people talking ) always goes "question" free because everyone fears the smack down that would come from above. Thousands and Thousands of dollars are left on the table monthly because everyone is afraid to ask permission to get the sale!
    There is no marketing for any products but new products and site designs are released frequently. Just because people know what Edmunds used to do doesn't mean they know what Edmunds does now!
    There is no security in the sales position and since sales is a "secondary" part of the company you have to be extra careful.
    Here is some advice; document everything. Managers will not put things in writing because they do not want a paper trail. You really have to be in constant preservation mode. You cannot turn to HR or Executive management because they seem to turn a blind eye.
    There is no goal, no vision and little leadership.

    Advice to Management

    Please come out into the field and talk to the reps! We see that you both have passion and drive. Ask your reps if they feel secure in their jobs? Ask them if they fear retaliation from above? If you have a goal to reduce turnover; then why don't you try and figure out why people are leaving? Don't ask HR; ask the people that are leaving! You have a tremendous amount of talent in your sales force why don't you tap into that knowledge?
    If Edmunds.com wants to be better than the competition; what are they going to do differently to reach that goal?
    One other thing: ROWE only works in the home office. It's almost impossible in the field. If you take a day off you are punished (YES really). Phone calls and emails at night (after 10), Sundays and religious holidays; if you don't answer you will be talked to.