What is the hiring process like at National Debt Relief?

Been with the company for 7 months. Interview process was quick and efficient. Best training I've experienced. They also have the best support and recognition for your hard work. Compensation is very good.

So far I have not experience anything negative with the company.

When you do have good leads coming in you can make okay money here in commission. It is a work from home position so no commute is nice. They will send you equipment.

- When you first come in they sell you hopes and dreams. Telling you how easy it is to make $10,000 a month but when you do get on the floor it is anything but what they told you. -Incredibly DEPRESSING work environment. YOU WILL HATE YOURSELF HERE GUARANTEED. They try to sell you on "your changing peoples lives" so that you don't want to leave but there are so many better companies to work for - You are only as good as the leads you get. You can have days where you're closing 4 deals because every call was already interested in debt settlement. And you'll have others that will go "this is debt settlement?! *CLICK* -Certain Regional Managers cursing at employees and certain teams for not closing enough -They find ways to make sure that this negative information doesn't come to light by making you sign NDA's etc so unless you come to glassdoor and see the REAL anonymous review you're not getting a real understanding of how much it sucks. They ask you in the very beginning to leave a review of the company right after training because you have no idea what you're getting into. They also ask you again after you had 1 good month. It's all fluff and BS - Management does not care about how well you perform, you could of always done better. "You brought the company in a million dollars of debt this month great job! but let's go for 2" " You dropped 4 deals today but you could of dropped 5 if you____" - Top earners have been let go for the dumbest reasons. 1) From sending a text that says the company name because we cannot say "Debt" in an SMS message even though the company name is 'National Debt Relief'. 2) SAYING THE COMPANY NAME when a lead comes in from AM1 loan company before a client is "fully apped". That's right! On all the other leads you can say this is _ on a recorded and secured line with National Debt Relief. But if you say that with a lead coming in from AM1 you can expect to get FIRED - We have to withhold information from a person and PRETEND they still have a chance at getting a loan even though AM1 loan company has rejected them for any chance of a loan. They do not tell the client they are transferring them to a debt settlement company. We have to hide our company name until a certain point in the call. And in that meantime we have to act like we're still trying to find a loan for them even though we're not and we have to get enough information from them so that we can then pitch them debt settlement. - You are constantly harassed by upper management to work after your scheduled time, or on your days off to bring the company in more revenue they do not care about you having a life outside of work - Commission pay here is incredibly inconsistent so you'll have months where you're living off $15 hourly -The company has a new hire class coming in every month - 2 months and they hire to fire - If you ask too many questions about AM1 or express that you don't want to be on the AM1 leads anymore you can expect to be on the chopping block I've seen people fired for bs reasons right after they asked too many questions

The role itself is fairly straightforward and can be a good fit for people who enjoy speaking with clients and working in a phone-based sales or advisory environment. The core responsibilities are not overly complicated, and for those who are comfortable talking to people throughout the day, the job can be manageable and sometimes rewarding.

In my experience, the expectations set during the hiring process did not always match the day-to-day reality once working on the floor. There is a strong emphasis on performance metrics, and taking time off or being out sick can noticeably affect the quality and quantity of leads you receive afterward. Management oversight is also very heavy. While it’s understandable that calls are monitored for quality purposes, it was common for managers to message with advice while you were actively speaking with a client, which could disrupt the flow of the conversation. There were also situations where management would ask to join a call directly with the client. In many cases, clients did not respond well to this, especially when they felt additional pressure to move forward with a sale. This sometimes made the conversation more uncomfortable for the client and could create tension during the call. At times, managers also appeared frustrated with clients if the conversation did not result in a sale, which could make the interaction feel more stressful for both the client and the employee. Overall, much of the stress came from management practices and performance pressure rather than from the job responsibilities themselves.

- Friendly teammates who are willing to help

- Bait and switch. During the interview process, the managers don't mention that you will also be supporting users from 5 other smaller companies that National Debt Relief acquired. To make matters worse, the users from the other 5 companies haven't been onboarded as NDR employees. Which means the users from the other companies still use their old email addresses and are tied to their previous IT systems. It makes it very confusing to support all users across all 5 different companies as you have to go to different places to perform the most simple tasks. - Overworked. Average of one new ticket every 10 minutes. That's not the worst part. The worst part is that most of the incoming tickets require remotely logging into the users' computers to fix their audio/headset or Salesforce issues (which are a majority of tickets you will see). As soon as you close one ticket, there are 1 or 2 more new tickets waiting for you in your queue..... - Long, drawn-out, and pointless interview process. There were a total of 4 interviews, including the initial screen from HR.

- Friendly teammates who are willing to help

- Bait and switch. During the interview process, the managers don't mention that you will also be supporting users from 5 other smaller companies that National Debt Relief acquired. To make matters worse, the users from the other 5 companies haven't been onboarded as NDR employees. Which means the users from the other companies still use their old email addresses and are tied to their previous IT systems. It makes it very confusing to support all users across all 5 different companies as you have to go to different places to perform the most simple tasks. - Overworked. Average of one new ticket every 10 minutes. That's not the worst part. The worst part is that most of the incoming tickets require remotely logging into the users' computers to fix their audio/headset or Salesforce issues (which are a majority of tickets you will see). As soon as you close one ticket, there are 1 or 2 more new tickets waiting for you in your queue..... - Long, drawn-out, and pointless interview process. There were a total of 4 interviews, including the initial screen from HR.

Work remote. First 3-4 months are great.

The initial period of employment, spanning the first three to four months, is characterized by the provision of high-quality leads, enabling the closure of numerous deals. However, throughout 2023, the organization underwent a significant expansion in its workforce, resulting in a marked reduction in both the quantity and quality of leads. This has led to a noticeable decline in income for employees, raising concerns over the company's recruitment strategy and its impact on staff remuneration. Furthermore, the company's practices regarding income projections have not aligned with actual outcomes, and the introduction of additional performance metrics has compounded the challenges faced by employees. The implementation of Observe.AI for call monitoring, coupled with a stringent compliance framework encompassing over 26 items, has introduced a rigid standardization of communication. Deviations from prescribed scripts are met with corrective actions, including write-ups and coaching, limiting agents' flexibility in customer interactions. The recent adoption of Calabrio/Workforce Management software for scheduling has further constrained employees' ability to manage their workdays effectively, particularly in the dynamic sales environment where call timings are unpredictable. The imposition of fixed breaks and lunch times, without consideration for the variability of sales calls, has introduced additional stress and inflexibility, with penalties for deviations from the assigned schedule. The discrepancy between the number of agents and the availability of leads has created a competitive environment that undermines the ability to earn a sustainable income. The compensation plan falls below industry standards, and the policy of revoking commissions for client cancellations or payment deferrals within the initial four to six months—despite assurances of payment flexibility to clients—highlights a significant misalignment between the company's promises and its practices.

interview process alittle difficult but fair. i had 2 interviews and the process took about 2 weeks.

nothing, i can not wait to help our customers.

High commissions Plenty of PTO and Sick time Hard work is rewarded Work from home Good management

Not hiring in all states

Most employees work remotely and the company offers 401(k) matching.

The company operates with a culture of disposability, where high turnover, reduced commissions, and favoritism are the norm. The company embraces the boiler room strategy. Most sales agents earn less than expected and leave disillusioned. While management claims to support employees, they regularly terminate staff based on shifting financial targets. Clients, too, are often misled—especially regarding the tax impact of the program, which is not fully disclosed until late in the enrollment process. I recommend job seekers and potential clients do thorough research and consider alternatives before engaging. Employee turnover is extremely high, with most sales agents leaving within 6–30 months due to burnout, lack of transparency, and unsustainable compensation structures. Commission rates have dropped dramatically—by as much as 60–80% since 2021—while new hires are often given inflated expectations during interviews. Rather than investing in talent development, the company frequently lays off employees while outsourcing hundreds of roles to lower-cost labor markets, such as the Dominican Republic. Policies and treatment vary widely depending on personal relationships with management, creating a sense of instability and distrust among staff. Clients are often not fully informed about the 1099 tax implications until after they’ve committed to the program, leading to confusion and dissatisfaction when unexpected tax liabilities arise. In many cases, clients could potentially get more favorable terms by negotiating directly with lenders—especially large banks like Chase—yet this option is rarely presented transparently.

i honestly dont have a single one

pay checks constantly wrong amounts constantly letting people go to hire new people set unrealistic goals management? lmao NONE This place is also...A SCAM