Current employees can't wait to get out.
Pros
Gallo (especially their sales training program) is well respected and recognized by sales professionals. Companies recognize not only the training program, but also how brutal it is to work for Gallo and are therefore inclined to hire people who have managed to stay there a year or more. This can lead to lucrative future job opportunities.
Cons
-Extremely high turn over amongst Sales Reps. 90% of sales reps are so miserable that they either quit within the first few months or wait until they've got one year with Gallo on their resume and get out ASAP. There is a huge amount of negativity amongst sales reps because almost everyone is looking for the fastest way out of the company to either make more money or find work/life balance. -Work/life balance is terrible. It may seem enticing to work from 6am-2pm but really Gallo expects 8 hours in the field plus multiple hours of administrative work at home every day, including weekends! The company purposefully schedules meetings at the end of the day, far from where most employees live and never fails to run hours over time. -Gallo hires almost exclusively directly out of college and blatantly takes advantage of young people who have no prior work experience. They push these young people to work beyond reasonable limits and pit sales reps against each other in order to encourage 50-60 hour work weeks. -Unlike almost all other sales companies, Gallo offers no commission. Instead they offer only exclusive company trips to places like Tahoe and Vegas. About 20 people out of 200 go on these trips. However, if you don't want to go on a weekend bender supervised by your boss and work colleagues then there is absolutely no incentive to sell. There are no cash incentives and the aforementioned trips do not include a plus one. -Sales expectations are set astronomically high without any tangible reward for achievement other than the aforementioned trips, a pat on the back and a promise of earlier promotion. -Management (especially at the district manager level) is generally more concerned with their own personal gain than the well-being and happiness of the employees they manage.
