Docusign reviews

As much as leadership has tried to turn this place into a high performing place, no team is really high performing. Most the teams are carried by 1-3 high performers. Eventually they burn out or churn out, and leadership replaces them with a new member with the promise that "they'd get promoted". Well, if you take a look around, more than half the mdrs have been in seat for 2-3 years without a promotion. 50% of MDRs who were promoted in 2025 and 2024 have left Docusign and churned in the AE seat, because the org never prepped them to become one. Taking a look at their closed won ratio will give you an idea. This is because many managers lack the ability to forecast or develop high performing teams, and the higher mdr leadership dont' really know what they're doing. Throw a bunch of buzzwords and talk about data/ai to make it look like they're improving the org. Also, this place has gotten VERY toxic. Bullying is frequent, as well as gossip behind peoples backs. During middle of 2025 there was an exodus of reps in cbu due to these issues and many were high performers that were supposed to grow here. If the best are leaving, what does this mean for the rest? I wouldn't recommend docusign right now as a place to break into tech sales, and I'm surprised by the high number of good comments, given how many complaints i hear from CBU/EBU mdrs - maybe leadership is writing them lol.

Not sure how there are many positive reviews - perhaps they are written by MDR leadership. I would think twice before joining this org. I left the MDR organization start of this year, and even with distance, the impact of the environment still lingers. The culture was not simply “challenging”. it was consistently toxic and emotionally draining. There was an atmosphere of exclusion, gossip, and interpersonal hostility. New hires were often met with dismissiveness rather than support, and cliques dominated the floor. Many MDRs privately shared similar experiences: feeling isolated, undermined, or outright ignored. It created a culture where psychological safety was nonexistent. One should not have to question if there background or ethnicity is the reason why they’re being excluded or dismissed here. Managerial leadership was one of the biggest issues. Certain managers lacked fundamental sales experience, had no background in developing sales talent, and often compensated with rigid adherence to KPIs instead of real coaching. They can be well-intentioned but severely under-equipped. Coaching rarely extended beyond surface-level commentary, and critical developmental feedback was almost never offered. Instead of building skills, the focus was placed on call and email volume. Raising concerns—whether about culture, team behavior, or support gaps—resulted in little to no meaningful action. Many MDRs felt unheard and unprotected, which allowed harmful behaviors to continue unchecked. The emotional toll of working in this environment was significant for more than just one person. Career development was equally poor. Internal promotions were inconsistent, slow, and shaped more by organizational politics than by readiness or performance. Low-quality pipeline expectations made the job feel like running in place, and several MDRs who were promoted churned quickly because they weren’t prepared. It left many people feeling stuck and unsupported.