Feet on the street. - Territory Sales Manager Reynolds American Employee Review

1.0
4 Aug 2021
Recommend
CEO approval
Business outlook

Pros

Pay was ok. Insurance is ok. Paternity leave makes me want to have a kid every 9 months.

Cons

Trade Marketing (the feet on the street) is about to be dismantled. We are no more than an exorbitant expense to the bottom line for BAT. They hate us and the cost that comes with a field trade sales force. Let me repeat that. They HATE US and the cost of field trade marketing. Propel 2.0 , as they call it , is the field trade restructure that changes everything. The field force will be cut by 35 to 40% with alternative coverage (3rd party) calling on low volume independents. A lot cheaper for BAT to pay a 3rd party to service low opportunity outlets. Not to mention they know these retailers are clueless and will be in violation of contracts (unbenounced to them) and they won't pay the discounting or pep funding associated with the programs signed. At the end of the day RAI TMS is the next cost cut. Massjve program resources are going to the chain stores that allow scan data information to go directly to the wolf. Big tobacco is driving consumers to the compliant complicit (or not - but who's looking) chain stores further pressuring the under funded independent stores to close their doors or sell out. It's a smart play on big tobacco's part. Just not how I thought it would play out when I started my career 25 yrs ago.

Explore other reviews about Reynolds American

5.0
7 Jul 2026
Recommend
CEO approval
Business outlook

Pros

Company car and nice benefits

Cons

Fast paced and geographically limited

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Reynolds American Response
18h
Thank you for taking the time to share your experience at Reynolds American!
1.0
1 Jul 2026
Recommend
CEO approval
Business outlook

Pros

Company car and free gas

Cons

1. The managerial style of the district manager in Seattle is extremely petty, his reviews make no sense whatsoever, and there is a rampant culture of favoritism going on in his district. 2. The insistence on doing “work withs” for a person with high functioning Autism was absolute torture. Even though reasonable accommodations were requested by me, none were given. 3. The district manager also referred to me as in proper nouns that were derogatory and EXTREMELY offensive to someone with Autism numerous times. 4. The payout of bonuses were also extremely infrequent, even though I qualified for them. 5. Finally during the interview process, one of the biggest selling points that was made to me was a promise of a work life balance with “exemplary pay.” Neither of which came to fruition.

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