Engine reviews

It is a difficult job and you have to work hard There is turnover with people who think they are ready for this company but are not

Despite sometimes being positioned as hybrid, the role was fully in-office. The training program (“STP”) felt more fear-based than developmental, with constant pressure and the feeling that your job could be taken away at any point if expectations were not followed exactly. Quotas initially appeared manageable but ramped up very quickly. The structure also made it difficult to recover from a bad month because performance was tied to both monthly bookings and monthly revenue, with revenue goals heavily dependent on deals closed in previous months. Falling behind once often created a snowball effect that was nearly impossible to overcome. Lead quality and distribution were another challenge, as many leads were heavily overcalled. This made prospecting increasingly difficult and reduced the effectiveness of outreach. The office culture often felt immature and overly “bro culture” driven. Expectations changed frequently and were not always clearly communicated. There was also an expectation to work beyond normal hours, especially during training, which contributed to burnout early on. Additionally, there did not seem to be a real focus on employee development or real improvement plans. If performance slipped, employees were often simply let go rather than meaningfully coached through improvement.