An unethical terribly run organization - Outside Sales Representative Cirrus Systems Employee Review

The People: This is genuinely the best part of working here. The "no ego" rule is actually followed. You are working with smart, driven people who want to win together. Intentional Culture: A lot of companies put values on the wall and ignore them. Leadership here genuinely tries to live by them. They aren't perfect, but when they mess up, they usually own it and try to fix it. Impact: Because we are in growth mode, you get to touch a lot of things. You aren't just a cog in a wheel; you can see how your work directly hits the revenue goals. Transparency: The All-Hands meetings and Open Office Hours are actually useful. Leadership shares the good, the bad, and the ugly, which builds a lot of trust.

Growing Pains: If you need a playbook for everything, you will hate it here. Processes break constantly because we outgrow them every 6 months. You have to be okay with ambiguity and building the plane while flying it. Work-Life Balance Fluctuates: It’s not a 9-to-5 "punch the clock" place. There are sprints where we are grinding to hit a launch or a quarterly goal. It’s manageable, but you have to be good at setting your own boundaries. Communication Silos: As we've gotten bigger, cross-functional communication has gotten harder. We are working on it, but it's a friction point.

The only pro is that it’s a remote position.

This was easily the most disorganized sales organization I’ve worked for. Compensation plans changed multiple times a year, often after large deals had already been sold. It created an environment where top performers felt like they were being penalized for succeeding instead of rewarded. The company has a revolving door of Account Executives. People are hired with high expectations, quickly realize the reality doesn’t match what was promised, and leave. Rather than fixing the underlying problems, leadership seems content to keep replacing people instead of retaining experienced sales talent. Leadership lacked transparency and consistency. Major decisions frequently felt reactive, communication was poor, and there was very little confidence that management understood what the sales team needed to be successful. Employee feedback didn’t appear to lead to meaningful change, which contributed to low morale and high turnover. If you’re interviewing here, ask how many times the compensation plan has changed in the last year, how long the average Account Executive stays, and how many sales reps have left recently. Those answers will be more telling than anything you’re told during the interview process. Btw realistic ote is 75k (if you’re lucky)