CallRail Reviews

Poor upward mobility/unclear raise requirements. Most people work here for a few years and leave because there are few opportunities for career progression, especially in Sales. Salespeople must wait for someone higher up to quit in order to have a chance at a promotion. There are no tangible developmental goals to meet in order to qualify for a promotion/raise and favoritism is in play for both. I recommend recording anything leadership communicates in relation to career development. Management staffed only with tenured employees (see above) and external hires. Unrealistic goals. The company brought in external investors before the pandemic. The investors are hyper-focused on aggressive growth, at the expense of employee morale. The numbers employees must hit (across the entire team) are laughably high and based on forecast, not lead reality. The closers burn themselves out with the volume of work required to hit these numbers and fail to meet expectations more often than not. These unrealistic goals create issues with micromanagement and established a perpetual high-stress environment. Everyone is stressed out in the Sales department. Poor work-life balance. See above. Employees must work outside of typical 9-5 office hours. Early days, late nights, email/slack on personal phones. CallRail does not establish rep territories, so prospects are spread across the US, UK, and AU. Employees need to be available at all times in order to hit their number, or else lose business to a competitor in this highly-saturated space. Employees in closing roles implement and provide 14-day support to each account they work to close. This includes all accounts, even those that trial the software and never close. The workload is heavy and jarring. There's also no Sales Engineer, so learning HTML tricks to triage and diagnose issues with prospects' websites, etc. will be important. Technical skills that are typically outside of what should be asked of a Sales reps. CallRail has shown no sign of addressing this sell, implement, and support problem, despite long-term employee concern. Personal development leaves much to be desired. There isn't great standardized training provided by the company, especially with Sales. The company gives you money to take external development courses, which is great, but employees really have to seek out those people on their team who know how what they are doing in order to learn and develop real world skills. Dismal interdepartmental communication. CallRail has a cobbled approach with the software each team uses, which hamstrings internal communication. It's rare for people in different departments to be on the same page with a single customer. This is stressful for employees and results in poor experience for potential customers and buyers. CallRail does not make the best use of internal software it pays for. In Sales, employees often find themselves asking "isn't this something our CRM should automate?". Employees waste a lot of time dealing with clunky software processes because there's too many software cooks in the kitchen. Some departments receive better employee perks. Not all employees have the same access to company perks. For example, CallRail has a "hybrid" approach with working from home and the office but each department leader is able to set their own policy. Some departments allow fully-remote work, and other departments (Sales) require you in office at least two days/week. Some departments have half of a day each Friday for self development, Sales has only 2 hours. CallRail leadership failed to adapt to remote work. Employees working in office will always receive better treatment than those working remotely. Remote workers will notice how many free lunches they're not getting or how many team building exercises they can't partake in, the one or two that happen each year. CallRail doesn't know where that balance is quite yet. Cliquey department culture has always been a problem at CallRail. Some departments are staffed with people who look down on other teams. It's a real issue and CallRail has done a poor job addressing it.

At present, CallRail may not be the best option for those seeking long-term career growth. The board has been actively seeking to sell the business for years without success, leading to a lack of long-term vision for products. The company's focus has shifted to revenue and growth rather than product development, resulting in limited opportunities for career advancement and employee promotions. Additionally, there is a backlog of work due to understaffing and a lack of investment in hiring. Recent changes, such as the return to the office, have been implemented to increase productivity, but some employees feel that addressing underlying issues, such as macroeconomic conditions and management capabilities, would be more effective. While CallRail remains a great place to work, it may not be the best choice for those seeking long-term investment and growth opportunities at this time.