Cons

Upward mobility for women is desperately lacking. They were just voted a great place to work for women. Why? Because of a generous maternity policy, I would assume. They didn't even mention women in their write-up about it which is exactly appropriate for the situation. The ranking is smoke and mirrors. There are no women in the C suite and the smartest VP's leave for the C suite elsewhere. There are lots of men who think they are really smart, and most of them are, but the smartest leaders are the ones who admit and act upon diverse solutions. There are women on the service teams and a few other departments who are promoted and very few "friends of the family" who they know they can control. Women in sales who have moved up recently had another layer placed over their head. They are now pretty much at the same level they were but with even less power because of the additional male-dominated team put above them. Talk about a rock and a hard place. Tech teams are untouchable even when a client has valid issues. This creates unbelievable expectations on the sales team to keep the client happy, with no power, while your quota and livelihood is tied to this insanity. Everything operates in a shroud of mystery. They intentionally keep departments away from each other and their favorite word to a client need is "no". Be prepared for more NO than you have ever experienced before. It took me 4 months to figure out pricing because there is no pricing. It is "what can you get out of your customers" which is why I think this shroud exists and quite frankly, working. Bonus plans are paid instead of commissions. In the beginning, this seems cool, until you realize that for the amount of product you are selling, it is very subpar to industry standards, you can't help but realize you are being bilked. Especially when there were bonus bumps after ample service but they seem to have been done away with that with recent management changes. Last note on bonus over the commission structures that most salespeople are accustom to. Commissions are protected by law, bonus payouts are not. This means that as soon as you sell something on commission, you are owed that commission by law. Bonus is never required to be paid out, they will use this to their advantage and not yours. Base Pay: good when you 1st evaluate it. Once you get in you realize they are paying less experienced, worse performers, more. My assessment is because they are male. You are "forbidden to discuss pay rates", though by law, you are allowed to and it is illegal for them to tell you that you can fire you for it. Look it up! They can be heavily fined for this practice if someone decides to go after them. Hello Lilly Ledbetter! Unlimited PTO: Again this looks great on the surface. Who wouldn't want that!?! It is actually a catch 22. It is very enticing until you want to use it. When I put in for less PTO than I had taken the year before unlimited PTO change, I was chastised for abusing the policy. It all comes down to your manager. Additionally, if you accrue PTO, when you leave, they have to pay that out to you. They do not with an unlimited plan. Goal setting: An unspoken mystery of how they produce your goal for the quarter. Supposedly with "algorithms" and other voodoo magic. The rumor is the finance team does it- like they have any clue what your clients will be up to that quarter. Then it is handed to the sale managers where they have the liberty to adjust the number to each member of their team. (I'm not sure even they know how the initial numbers are produced. ) Soooo the top performers are almost always getting exceedingly high expectations because they work themselves to death to hit them and the not so top performers barely grow their territories. At the end of the quarter, both top, and not so top, are paid almost the same bonus with a few percentage point changes to make it less obvious... It's awesome... yeah right. Sales industry norms are that teams hit quota 65-75% of the time. Anything more is too easy, anything less, too hard. At Indeed, if you don't hit quota 100% of the time, you risk going "on plan". Another recent development since management change this past year. They use this form of punishment arbitrarily. If they like you and you keep hitting 90-95% of your goal, your cool. No worries. If they don't like you and you hit 95-99%, you could be in trouble or made to feel unwanted. Which as salespeople know is usually the same end result. Recently, a manager really liked their employee but senior management decided it was their time to go. He intruded on the relationship until the employee had no choice but to leave. Good times! Work/life balance: If you let it, Indeed will work you to death. If you don't care as much and everyone really likes you, you can live it up fairly cush and just keep hanging. I worked so hard, and everyone really liked me, and I really liked them, but I just couldn't do another year of it. They pushed me until I broke, because I cared, exceeded my goals, and was the positive life of the party. Unfortunately, as soon as you start to feel less taken care of by your employer than you are taking care of them, it's hard to get back from burnt.