TriNet Reviews

Pros

TriNet is a company that provides many avenues to advance your career. It's vision and mission are inspiring and the work we do everyday allows us to make a positive impact on small business in america and all of those who are employed by our clients. Additionally, TriNet provides great benefits, retirement plans, wellness plans, maternity/paternity policies, etc. TriNet is focused on ensuring we are at the forefront...

Cons

While we have grown immensely we have not done the best job at adapting to that change. We need to work on getting better tools to be more successful. Our leadership team in Inside Sales specifically is undercompensated for their work and are not looked at as equivalent to their field counterparts. They have the same responsibilities, large quotas, and span of control as their field counter parts yet do not have equivalent...

Advice to Management

Now that ISO has grown significantly to this amazing group of talented people we need to grow up our structure and support systems. We need to reevaluate how we reward our sales leaders and continue to grow our sales consultant team.

Pros

Benefits Pay Flexibility and work culture are also big

Cons

can be stressful but they do their best to eliminate much of the stress with distractions and fun activitites

Pros

TriNet offers true value if you enjoy selling B2B. It has a strong team culture and people are encouraged to work together rather than being pitted against each other. They offer high quality and high value if you are a solution-seller, and they have an honest comp plan that can be really lucrative by the 2nd year.

Cons

PEO is not for wimps- you have to be willing to put in the work. That doesn't mean a zillion hours, but you can't expect to make $200,000+ and have it be a cakewalk, either.

Advice to Management

Drive more marketing dollars to the field team so we can represent in our community.

Pros

Still a great place to work, they pay well and your direct managers will likely be great. They understand your work life balance and do everything in their power to help you succeed. Hire from within and great opportunities for training.

Cons

New head of the sales department is making ill advised and counter productive changes. Sacrificing quality for quantity on activity and turning stretch goals into requirements. This is very predictably leading to an increase in total production, but also a drop in overall morale and large amounts of very low quality meetings, which just waste everyone's time.

Advice to Management

Get back to pushing for high quality vs high quantity of activity.

Pros

TriNet has a large pool of amazing and talented people, and your experience largely depends on whether or not you are lucky enough to land in one of the teams made up of great people. Total compensation is competitive for Director levels up. Exceptional leadership exists on most teams. There are C-levels and VP-levels who make the effort to learn the names and roles of their extended staff, and personally meet with...

Cons

While most new hires are required to meet both job qualification and cultural fit, pressure from the Board causes HR turns the blind eye for cultural fit when it comes to recruiting senior executives, many of whom demand further exception when their first course of action once hired is to bring in their own direct reports from previous companies. This leads to friction between networked new hires and legacy staff and...

Advice to Management

HR needs to stop turning the blind eye. Thoroughly investigate when numerous long-time colleagues resign shortly after a senior leader is hired. It really says something when almost all of a leader's direct reports quit one after the other.

Pros

Good salary and rich benefits.

Cons

Can be stressful at times

Pros

Base salary, draws/MBO in your first year, lax expense policy, good place to bridge the gap between entry level and enterprise sales

Cons

Huge push to be a millennial friendly company, which is good in theory, but in doing so TriNet will most likely continue to attract & retain mediocre sales reps. I’ve never met a top performer that likes reporting to multiple managers, reporting to an office everyday, “collaborating” vs working independently, and being forced to split their hard earned commissions with other sales reps. With this being said, if you disliked...

Advice to Management

Figure out what top performers value and structure your sales force accordingly

Pros

Excellent benefits PTO and holiday days off. Vertical strategy well intended. Some innovative products that garner additional revenue and ability to increase price points to push up stock price.

Cons

Integration of acquired PEOs. Could easily see over 500k WSEs now if due diligence applied. Flat to negative WSE surely was the result with integrations and new platform bugs left for customers to work out as beta testers. Service model changes and it’s lacking in proactive HR service for clients under 50 WSEs. Inflexibility to meet customers needs will hinder market penetration unless another acquisition is done.

Advice to Management

Get in the trenches speak to those closest to your customers to isolate client and corporate attrition.