This stuff really works and we're having fun doing it . . . - OUTSIDE SALES Groupon Employee Review

5.0
Jul 11, 2013
Recommend
CEO approval
Business Outlook

Pros

So, you know how all companies have a mission statement? Well "making life less boring" is both a vision and a reality at Groupon! This company moves so fast innovating, collaborating, updating process, products, technologies striving to put out the coolest deals and merchant services that engage consumers and provide value to local businesses that you seriously have to stay hyperfocused to keep up. Never a boring day! Plus, we just have a ton of fun with contests and goofy management challenges. The best though is that the product really works for so many local businesses and consumers love buying from Groupon. THAT is the good stuff.

Cons

With rapid innovation, sometimes not every new process or product actually works when rolled out internally. Yep, this will challenge your time management skills. If you're not careful, you'll get sucked into the process and lose track of the bigger picture.

Explore other reviews about Groupon

5.0
Jan 2, 2026
Recommend
CEO approval
Business Outlook

Pros

Learned a great deal here. My first big guy job and the responsibilities kept me focused and motivated. I grew a lot as a person at Groupon as well

Cons

Not many cons. People are really cool.

1.0
Apr 7, 2026
Recommend
CEO approval
Business Outlook

Pros

No pro’s whatsoever. If you’re thinking about joining this company, save yourself a headache and run.

Cons

“Burn and churn” culture with minimal long-term investment in employees. Limited support and inconsistent coaching from management. Quarterly quotas frequently change, directly impacting compensation and making earnings unpredictable. Commission, if you’re lucky to get any, gets paid every 3 months- if terminated, you lose out on THOUSANDS of your hard earned money Compensation does not align with responsibilities—BDRs are often expected to perform full-cycle sales functions similar to Account Executives on a low base salary, ($40,000) Once placed on a performance plan, there is little path to recovery and increased scrutiny follows. High-pressure onboarding environment—new hires are expected to close deals quickly, with limited ramp time. Promotions appear inconsistent and not always based on performance, which can impact team morale and leadership quality. Concerns raised to leadership or HR are not always addressed in a transparent or timely manner.

3
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