High pressure, poor pay, revolving-door sales team
Pros
Hybrid working (3 days a week in the office, 2 from home)
Cons
Severe retention issues across the sales organisation. Multiple Account Executives leave within short timeframes, indicating deep structural and leadership problems rather than isolated performance issues. Compensation is significantly below market for the level of responsibility, output, and pressure expected. Targets are aggressive, yet realistic earning potential is limited, poorly defined, and frequently feels unattainable. Management culture relies heavily on pressure, fear, and after-the-fact criticism rather than coaching, enablement, or strategic leadership. Expectations shift constantly, with little consistency in priorities, metrics, or direction. What is praised one month can be penalised the next. Very limited onboarding or sales enablement. New hires are expected to “figure it out” while being held to senior-level expectations almost immediately. Performance management feels punitive rather than fair or developmental, contributing to low morale and rapid burnout. The environment rewards endurance over effectiveness and creates unnecessary stress that does not translate into long-term success.
