Heartland Payment Systems - It has been a financially rewarding experience over the last six years. | Glassdoor
There are newer employer reviews for Heartland Payment Systems
There are newer employer reviews for Heartland Payment Systems

See Most Recent

Helpful (1)

"It has been a financially rewarding experience over the last six years."

StarStarStarStarStar
  • Work/Life Balance
  • Culture & Values
  • Career Opportunities
  • Comp & Benefits
  • Senior Management
Current Employee - Senior Relationship Manager
Current Employee - Senior Relationship Manager
Recommends
Positive Outlook
Approves of CEO

I have been working at Heartland Payment Systems full-time (More than 5 years)

Pros

Great service center support and excellent technology.

Cons

Lead generation by the company does not seem to exist.

Advice to Management

Develop, execute, and maintain a system to sales leads.

Other Employee Reviews for Heartland Payment Systems

  1. Helpful (10)

    "HPS is an entry level company into the payments industry"

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

    I worked at Heartland Payment Systems full-time (More than 8 years)

    Pros

    Good tecnology. The HPS front end "EXCHANGE" is a really good front end. Seems to communicate faster than most front ends for authorizations.

    Portfolio Manager (sales persons web interface) is very savvy.

    Very nice service center in Jeffersonville, In. Phone support people are usually very helpful to merchants.

    Cons

    Everything financial (for sales employees and for merchants) is what is lacking at HPS.

    There are many reasons that HPS has gone down hill fast from a sales employees financial standpoint. The biggist reason being is that they are now a public company and EVERYTHING the company does is motivated by raising stock holder value. This is the same as many public companies, it's just that so many people remember HPS before it was soley driven by it's stock prices. The company was once very good to the sales people as well as the merchants. The company was actually built on that and the authenticity shined right through to results. Sales force grew to over 2,000 nationally. It took a series of taking the sales force for granted that finally resulted in a mad dash for the door. Nearly all top producers left for better models and the few that remain went into management to make money off the greener Heartland sales force. Through many adjustments to exihibit E, as well as many reductions in sales compensation, and new policies initiated that result in less pay, Heartland simply doesn't compete in thier compensation model with the rest of the industry. The sales force actually pays for national and state industry endorcements through a direct deduction in thier personal pay. Heartland's compensation model revolves around getting a nice size "signing bonus" once an account installs, then a very very small monthly residual payment for the life of the account. This is good business for HPS because the "carrot" is the signing bonus and residuals grow at a snails pace for sales people. This is bad for the sales employee because real portfolio wealth will not ever be achieved with the current business model. Division Managers and Regional Directors can still make really good money off of the collective work of the newer relationship manager population below them. Probably 90% of veterans (with the company more than 6 years) are in management. Talented sales people simply do not stay with HPS because the model is geared to make the company a great deal of money and very little comp for the sales person. The industry has changed but HPS has not changed with it. ISOs of today have very low costs (the same or better than Heartlands) yet todays ISOs pay the sales person the majority of all margin created. Heartland has done the opposite. It has increased costs to thier sales force and majorly reduced pay.

    Some that post on this site have really personalized how HPS treats the sales force today. I understand why, but HPS is no different from any other shareholder driven corporation in the USA today. They do not care about people, and all eyes on the NYSE as the bell rings.

    Advice to Management

    If your objective is soley to continue to raise shareholder value, then continue doing exactly as you are. You are doing a fantastic job! With less sales, less sales people and less merchants in your year over year portfolio (according to public records), the company manages to achieve higher profits regardless. Charging merchants a lot more and paying human sales vehicles much less is a simple strategy for "beating the street". Wall Street that is. It has been working very well for HPS, so I recommend continue doing exactly as you are.


  2. "Don't let the two disgruntled former Heartland employees who post on here repetitively scare you..."

    StarStarStarStarStar
    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Current Employee - Anonymous Employee
    Current Employee - Anonymous Employee
    Recommends
    Positive Outlook
    Approves of CEO

    I have been working at Heartland Payment Systems full-time

    Pros

    I work at Heartland and I like it very much. It has had its growing pains, but Heartland's executives are some of the most experienced and respected in the industry. Sure, the sales force are expected to meet quotas (shocker!) and the sales management team encourages relationship managers to meet those quotas (oh my!). Heartland pays its sales employees well and it was the creator of the Merchant Bill of Rights. I've never witnessed Heartland acting in any manner inconsistent with the agreements it makes in writing with its personnel. Heartland also "buys out" sales representative portfolios by paying the sales person three years of residuals at once. Many sales representatives request that Heartland buy them out because they need the cash for various reasons.

    Cons

    I really don't have any cons right now. Heartland had some growing pains (as I said above), but it is bouncing back stronger and thriving. I'm happy to work at Heartland. And, no, I am not drinking the "kool aid".....

    Advice to Management

    Don't let the two disguntled former employees who like to say bad stuff on this site persuade you to do anything different. Most of the sales people are happy and like working at Heartland! See you at the Summit!

There are newer employer reviews for Heartland Payment Systems
There are newer employer reviews for Heartland Payment Systems

See Most Recent

Work at Heartland Payment Systems? Share Your Experiences

Heartland Payment Systems
  • Star
  • Star
  • Star
  • Star
  • Star
 
Click to Rate
or