Inequality and Unfairness within the Sales Department - Senior Account Executive Indeed Employee Review

Most people join Sales knowing the amount of effort they put into the role will be equal to the amount they get back. This is absolutely not the case within the sales org at indeed. At this point, the ability to achieve 100% of your quarterly quota truly comes down to the luck of the draw based on what segment you're in. Example: Activation teams are consistently coming into the quarter (with new books of business) pacing aggressively above their quotas; meaning they could take PTO for 50%+ of the quarter and still blow their numbers out without lifting a finger. In contrast, there are other teams with closed books of business that approach each quarter with $200k+ gaps. This is an unattainable target and a slap in the face to anyone who is consistently putting in the work to hit their goals and yet still come out making significantly less than their colleagues; despite being told this is a "level playing field". In no way can this be considered a level playing field. When addressing this with Senior Leadership in quarterly Q&As, the response is always consistent with the tangible disconnect between C-Level Executives and the actual sales roles/processes. The biggest ask here is for a level playing field and a fair chance to hit 100% of the assigned quarterly goals. Until this is achieved, the turnover and burnout amongst the most talented and tenured reps will only continue to spiral.