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      Impact Networking

      Engaged Employer

      Impact Networking reviews

      The Worst Job I’ve Ever Had - Account Manager Impact Networking Employee Review

      1.0
      Feb 2, 2022
      Account manager
      Recommend
      CEO approval
      Business Outlook

      Pros

      Annual trip to Chicago for their holiday party.

      Cons

      I was employed with the company for over 2 years and saw 70+ employees quit or get laid off. Most employees quit because work-life balance was nonexistent. Employees who did not perform in the first six months were fired. The three main reasons why I left: - Lack in Compensation - Lack in Autonomy - Lack of Growth Opportunities Explanation: 1) In the two years I worked for Impact, I never once received a raise. They pay you just enough to get by but not enough to buy a car, have a family, own a house. 2) They claim that you will be the quarterback of your territory but you will find out that this is false. Instead, you will be micromanaged 24/7 to the point where your manager will know when you use the restroom. 3) The KPIs make it impossible to get promoted. In the entire region, I saw one rep get promoted throughout the entire time I was there. P.S. - You will be asked to work even if you’re taking PTO or a sick day.

      avatar
      Impact Networking Response
      4y
      We are sorry to hear about your experience working at Impact and would like to address some of your concerns here. At Impact, growth is based strictly on performance, regardless of the employee’s tenure. Our promote-from-within culture and rapid career advancement is something we pride ourselves in, and the opportunity is made available to all employees. Sales employees are provided with activity standards and goals to meet each promotion level, which can be achieved as soon as 6 months. If and when they are promoted to higher levels, they do receive large pay increases. Additionally, all entry level reps are provided with a company car. Also, to clarify, Impact does not require employees to work when on PTO or Sick day(s). Finally, Impact promotes an open-door policy and strongly encourages all employees to communicate any concerns with leadership or HR directly to ensure issues are appropriately addressed. In addition, Impact's leadership team are often people who were promoted from within and have experience working in a multitude of positions. We take these comments seriously and encourage you to reach out directly to our HR team at impacthumanresources@impactnetworking.com.

      Explore other reviews about Impact Networking

      5.0
      Jun 17, 2026
      Systems engineer
      Recommend
      CEO approval
      Business Outlook

      Pros

      Few environments offer the variety that Impact does. Team members work across managed services, AV, document management, cybersecurity, and cloud platforms simultaneously, making this an exceptional place to build a well-rounded career fast. We get to work with modern tools - those unfamilar in other organizations - enterprise-grade technology stacks is a real career differentiator. Senior leadership is approachable and engaged. Decisions don't disappear into a black hole — there's a culture of being responsive.

      Cons

      Impact's entrepreneurial energy is one of its greatest strengths, and that same energy means the company frequently pursues exciting new initiatives. For employees, this occasionally means context-switching across many priorities at once.

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      Impact Networking Response
      1w
      Thank you for the level of detail you’ve shared about your experience, particularly around the variety of work and exposure across different technologies. It’s encouraging to see how that breadth of experience and access to modern tools has supported your career development. We're also glad to see responsiveness reflected in your experience as building a culture where communication is timely and visible is important to how we operate. Your perspective on maintaining focus and refining where time and resources are spent is valuable as we continue to evaluate how teams operate and prioritize. Balancing new initiatives with focus and execution continues to be an area we actively evaluate as the organization grows and expands its capabilities. Impact Human Resources Team
      1.0
      Apr 28, 2026
      Anonymous employee
      Recommend
      CEO approval
      Business Outlook

      Pros

      Lack of offices so WFH mostly

      Cons

      1. Benefits are terrible (expensive & mediocre) 2. Their pay is below market but will constantly breadcrumb employees by saying raises are coming. And quotas are unattainable and unrealistic. 3. Employees at the bottom are made to feel replaceable. If you bring up a concern, you will be belittled. 4. Executive level shows no professionalism 5. Impact is run by bros who peaked in college and they carry that mentality. 6. No raises or bonuses for regular Joe working nights and weekends but hiring C-suite level officers at 200k+ who just regurgitate TikTok lessons on sales 7. No safe place to discuss cons. Retaliation is big here. 8. All executives and Csuites gossip on team meetings all day about who they like or don’t like. I’ve personally heard them badmouth employees who have been here for years the same day they gave them an award. 9. HR was better under Mary. She was approachable. No one in leadership is approachable. No one.

      3
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      Impact Networking Response
      2mo
      Please know that we acknowledge the concerns you’ve raised and appreciate you taking the time to share your perspective. We understand that benefits, compensation, workload, and performance expectations play a significant role in how employees experience their work, and we recognize the frustration that can arise when those areas feel misaligned. These topics are reviewed regularly, and during our recent All Company Meeting we shared upcoming initiatives related to compensation management. This includes a company wide process launching around June, where the Executive Leadership Team will evaluate overall business performance and allocate funds accordingly. Feedback around morale, communication, and employee experience is taken seriously. I continue to lead our HR team, and encourage you to reach out to me direct so I can hear more of your perspective and see if there’s anything we can do or clarify to make your experience better. These conversations matter, and they help inform where clarity, consistency, and support can be improved. We appreciate you taking the time to share this feedback. Mary Zellers, Director of Human Resources
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