Pros
There were many but with the new Sales Leadership, not so much anymore
Cons
Decision-making often feels driven by relationships and internal politics rather than merit, experience, or performance. Leadership talks about transparency and employee development, but many promotions and opportunities appear to be based on who you know rather than what you contribute.
There is a noticeable “old boys’ club” mentality which the CRO participates in. Employees outside of favored circles can feel overlooked, regardless of their performance or willingness to take on additional responsibilities. Hard work is not always recognized, and there is a perception that some individuals receive preferential treatment.
HR often feels more aligned with protecting leadership than advocating for employees. Concerns are not always handled with the level of impartiality or professionalism employees would hope for, which can make people reluctant to speak openly. HR Business partner has been known to try to bait employees in speaking badly about people who are not part of the preferred “in” group.
There are many talented people at the company, and the products are excellent, but the culture can make it difficult to feel valued if you’re not part of that inner circle. If you’re considering joining, ask thoughtful questions during the interview process about leadership, career growth, and how performance is evaluated. There has been significant turnover across the sales organization. Watching experienced, high-performing employees leave one after another has become commonplace. While every company experiences attrition, the volume of departures and the consistent feedback about CRO and the culture he is building suggests deeper issues that have not been addressed. Instead of looking g inward, he blames other leaders on the team who aren’t part of his favorites.