|
private:archivesocial
|
https://www.glassdoor.com?employer_id=1339220
|
Nov 9th, 2020 12:00AM
|
Open
|
Open
|
ArchiveSocial
|
Sales Development Representative (SDR)
|
United States
|
USA
|
High turnover, poor management
|
|
Open vacation policy and equipment provided
|
High turnover on the sdr team by either firing or going to new jobs. People are not happy here, we’ve had 5 people leave in the past month with another 3 searching for new jobs/interviewing now.
|
-1.0
|
NEGATIVE
|
0.0
|
NEUTRAL
|
|
|
0.0
|
2.0
|
1.0
|
2.0
|
1.0
|
3.0
|
1.0
|
|
1339220
|
Open
|
No one leaves a job—they leave their management.
|
0.0
|
[{"countHelpful": 0, "languageId": "eng", "userJobTitle": null, "__typename": "EmployerResponse", "originalLanguageId": null, "id": 2877097, "responseDateTime": "2020-11-30T06:28:18.017", "translationMethod": null, "response": "I appreciate the feedback and I hope you have availed yourself of our structural transparent feedback both with your managers, leadership, and our anonymous system. It is with this feedback that we stay humble and constantly improve. \n\nWhile the difficulties of 2020 have created an environment where we have seen higher SDR turnover than we have had in the past, we have continued to grow the Company and the Team. \n\nOur SDR turnover is still better than industry standards, however, we do not benchmark ourselves against average anywhere in the business. As such, I look forward to your specific feedback so we can continue to improve. Ray, CEO", "responseOriginal": null, "countNotHelpful": 0}]
|
REGULAR
|
No
|
Yes
|
|
0.0
|
|
|
|
Jan 7th, 2021 04:47PM
|
Jan 7th, 2021 04:47PM
|
ArchiveSocial
|
|
|
|
private:archivesocial
|
https://www.glassdoor.com?employer_id=1339220
|
Oct 14th, 2020 12:00AM
|
Open
|
Open
|
ArchiveSocial
|
Account Executive
|
Durham, NC
|
|
Unhappy working two jobs and not getting fairly compensated
|
|
Ray, the CEO is great. Well established processes and systems. Great location downtown.
|
-Sales tricks you into staying and getting paid next to nothing for working two jobs. The typical path is 1-2 years as an SDR, then move to an AE roll (getting paid $45,000, with goal of $72,000) and spend 80% of your time doing the SDR role and the other 20% trying to explain to your manager why you can't hit goal even though your goal and compensation are based on 0% cold calling/ the SDR role. Then you have to try to stay in the AE role for at least a year to move on, when other companies would hire you as an AE right away for significantly more money.
- The commission floor is not fair.
- No HR to go to with anything- get a real HR rep!!
- Growth outside of department is not encouraged (no one from sales/ marketing on tiger team and actively discouraged from being interested)
|
-1.0
|
NEGATIVE
|
1.0
|
POSITIVE
|
1.0
|
APPROVE
|
0.0
|
3.0
|
4.0
|
5.0
|
2.0
|
2.0
|
3.0
|
|
1339220
|
Open
|
Pay people what they are worth, set clear role expectations, and adjust goal/ commission. Allow reps to provide feedback and input - just because it worked before doesn't mean it is going to work now for everyone. Stop forcing the cookie cutter path on reps.
Some initiatives like mental health day, the focus on transparency, etc. seem insincere. Its about how managers treat employees, not what Ray says during standup.
|
0.0
|
[{"countHelpful": 0, "languageId": "eng", "userJobTitle": null, "__typename": "EmployerResponse", "originalLanguageId": null, "id": 2842232, "responseDateTime": "2020-11-04T09:14:30.157", "translationMethod": null, "response": "Thank you for the personal vote of confidence, but if the Company is not working for everyone it is fundamentally my responsibility. I have endeavored to talk individually with many of our employees, have an open door policy and we provide Peakon as a persistent and anonymous way to provide feedback to leadership and our HR department (which is handled by Ops). We maniacally pursue Freedom of Information and encourage all employees at all levels to share feedback and suggestions. If you have specific input that you don\u2019t think is being heard, I\u2019d like to know about it and I am sorry our existing channels for feedback did not work for you. On career pathing, in this quarter alone we have had employees move from sales into account management, apply to join our Customer Experience Team and added sales representation to our innovation Tiger Teams. I believe our compensation plan is fair and we have the vast majority of the team well over minimums and making good commissions, but I am always happy to get direct feedback and implement changes. Ray, CEO", "responseOriginal": null, "countNotHelpful": 0}]
|
REGULAR
|
No
|
Yes
|
|
2.0
|
|
|
|
Jan 7th, 2021 04:47PM
|
Jan 7th, 2021 04:47PM
|
ArchiveSocial
|
|
|
|
private:archivesocial
|
https://www.glassdoor.com?employer_id=1339220
|
Jul 23rd, 2020 12:00AM
|
Open
|
Open
|
ArchiveSocial
|
Account Executive
|
Durham, NC
|
|
Good support, good compensation, good culture, tough grind
|
|
Great sales training from the ground up. Great support from leadership/management. Autonomy is given to those who have earned it.
Compensation is very good for the deal-size. Decent to good benefits, expect these to improve as the company grows. Very open and transparent from the top down; a close-knit organization where you can always connect with senior leadership or other departments. Great location (if we ever get back in the office).
Also cool but less important to me - fun events, cool swag
|
As with any sales jobs, the long hours and constant grind can be draining at times. It can feel hard to take time off, even when you're doing well.
The trajectory for newer reps can be slowed compared to where it was a year or two ago. However, you have to compare this to the industry as a whole and realize that the path to higher-level selling roles/higher compensation is on par with most organizations that aren't startups.
|
1.0
|
POSITIVE
|
0.0
|
NEUTRAL
|
1.0
|
APPROVE
|
0.0
|
5.0
|
3.0
|
5.0
|
4.0
|
5.0
|
5.0
|
|
1339220
|
Open
|
I feel some of the junior reps may be frustrated with the current environment. It is likely that they are frustrated with their current role not being what they expected, and also may be frustrated that their compensation is not what they expected (yet) at their given roles. Keep the communication constant and open, and listen to concerns to minimize churn and improve morale.
Continue to take (and take more) value in senior rep's opinions when making decisions/changes/tweaks to our processes.
The recent bandwidth additions to sales leadership/management have been beneficial. Continue to add that as needed.
Set more milestone awards.
|
0.0
|
[]
|
REGULAR
|
No
|
Yes
|
|
4.0
|
|
|
|
Jan 7th, 2021 04:47PM
|
Jan 7th, 2021 04:47PM
|
ArchiveSocial
|
|
|
|
private:archivesocial
|
https://www.glassdoor.com?employer_id=1339220
|
Jul 17th, 2020 12:00AM
|
Open
|
Open
|
ArchiveSocial
|
Account Executive
|
Durham, NC
|
|
Review
|
|
Great sales team, coworkers and management
|
Long days & low pay
|
1.0
|
POSITIVE
|
0.0
|
NEUTRAL
|
0.0
|
NO_OPINION
|
0.0
|
3.0
|
2.0
|
5.0
|
5.0
|
2.0
|
4.0
|
|
1339220
|
Open
|
|
0.0
|
[{"countHelpful": 0, "languageId": "eng", "userJobTitle": null, "__typename": "EmployerResponse", "originalLanguageId": null, "id": 2689017, "responseDateTime": "2020-07-21T04:01:18.953", "translationMethod": null, "response": "Thanks for the review. On pay and hours, we spend time trying to ensure we balance total time commitment, opportunity, and compensation and feel we are very competitive. Happy to talk live if you feel we are out of sync.", "responseOriginal": null, "countNotHelpful": 0}]
|
REGULAR
|
No
|
Yes
|
|
2.0
|
|
|
|
Jan 7th, 2021 04:47PM
|
Jan 7th, 2021 04:47PM
|
ArchiveSocial
|
|
|
|
private:archivesocial
|
https://www.glassdoor.com?employer_id=1339220
|
Jan 31st, 2020 12:00AM
|
Open
|
Open
|
ArchiveSocial
|
Sales
|
United States
|
USA
|
Growing Company
|
|
ArchiveSocial is expanding quickly and allows for plenty of opportunities to advance/grow within the company. The company is young with most of the employees under 40 but the older leadership might as well be 25 with how much energy they have. The benefits are excellent and the company provides all the perks typical to tech startups like readily available snacks, drinks, team lunch on Friday. Pay seems to be par for the course for the sales team. Leadership is also open about the goals and vision for the company.
|
The hours are not extreme but not exactly appealing either. Officially the sales team has to be there from 9-6 but in reality the norm is to be there around 8:30am and the potential to work through lunch some days. A commute from Raleigh or Chapel Hill can lead to some long days. Plan to move to Durham if you know you won't do well with a commute.
|
1.0
|
POSITIVE
|
1.0
|
POSITIVE
|
1.0
|
APPROVE
|
0.0
|
5.0
|
3.0
|
5.0
|
5.0
|
4.0
|
5.0
|
|
1339220
|
Open
|
Things are going well, stay grounded with the values of the company.
|
0.0
|
[]
|
REGULAR
|
No
|
Yes
|
|
1.0
|
|
|
|
Jan 7th, 2021 04:47PM
|
Jan 7th, 2021 04:47PM
|
ArchiveSocial
|
|
|
|
private:archivesocial
|
https://www.glassdoor.com?employer_id=1339220
|
Jan 16th, 2020 12:00AM
|
Open
|
Open
|
ArchiveSocial
|
SDR
|
United States
|
USA
|
Great company for growth
|
|
clear growth path, lots of promotions, great culture, managers that care
|
it's a pretty long day!
|
1.0
|
POSITIVE
|
1.0
|
POSITIVE
|
1.0
|
APPROVE
|
0.0
|
4.0
|
4.0
|
5.0
|
4.0
|
4.0
|
5.0
|
|
1339220
|
Open
|
|
0.0
|
[{"countHelpful": 0, "languageId": "eng", "userJobTitle": null, "__typename": "EmployerResponse", "originalLanguageId": null, "id": 2491435, "responseDateTime": "2020-01-21T15:23:51.17", "translationMethod": null, "response": "Thanks for the review and I am glad you rated us a great company for growth. We do work hard, but I hope we play hard and have fun while we are doing it. I am pleased you are excited about opportunity for promotions and more importantly that you know in management we care for our folks. - Ray Carey, CEO", "responseOriginal": null, "countNotHelpful": 0}]
|
REGULAR
|
No
|
Yes
|
|
2.0
|
|
|
|
Jan 7th, 2021 04:47PM
|
Jan 7th, 2021 04:47PM
|
ArchiveSocial
|
|
|
|
private:archivesocial
|
https://www.glassdoor.com?employer_id=1339220
|
Oct 30th, 2019 12:00AM
|
Open
|
Open
|
ArchiveSocial
|
Former Employee
|
United States
|
USA
|
Great People, incredible startup-esque experience, pay could be better
|
|
Competent employees. I have always felt that ArchiveSocial's employees - particularly upper level management and a handful of entry-level folks - have IQs and aptitudes that are disproportionate to their salaries (excluding sales). This is presumably because they are less shallow than I and value AS' admittedly terrific culture and startup esque work environment over salary.
Meritocratic treatment/promotion. While nepotism is present everywhere to some extent, it exists at negligible levels at AS, where employees are acknowledged and promoted on the basis of merit.
Opportunity for autonomy and title-exceeding experience. What I mean by this is that many employees at ArchiveSocial are exposed to content, discussions, and responsibilities far above their titles/pay grades as a result of its rapid growth and startuppy structure. This is invaluable as a career accelerator.
Finally, I feel as though almost everyone at ArchiveSocial is generally well-intentioned. There are a couple of exceptions to this, but they are far outnumbered by the good. This is rare in a workplace, and shouldn't be taken for granted/overlooked.
|
With the exception of sales, compensation at AS is somewhere between mediocre and horrible depending on the department. They know this, they don't care; I knew it when I took my job so I won't harp on it. This is the primary reason I left.
The second reason I left concerned a lack of recognition. This likely seems contradictory to my meritocratic point above. However, I view my situation as an isolated one and don't hold it against the company. My manager and I held irreconcilable views on the value of my contributions and skills, and the extent to which those contributions and skills differed from my closest colleagues. There were complicating factors, as this was during a tumultuous time for my department, so I do not hold it personally against management. Again, I don't think this situation was/is reflective of other departments, but I would feel dishonest omitting it.
|
1.0
|
POSITIVE
|
1.0
|
POSITIVE
|
1.0
|
APPROVE
|
7.0
|
4.0
|
5.0
|
5.0
|
5.0
|
2.0
|
4.0
|
|
1339220
|
Open
|
Pay your employees more - even the ones at the tippy top. They're smarter than people making much more at other companies and deserve it. Continue the meritocratic treatment/promotion of employees and well-intentionedness. It's really unique and I greatly admire it. If you continue to give certain races/sexes 'weight' over others in interview processes, stop being so overt about it - it's not something to brag about.
|
0.0
|
[]
|
REGULAR
|
No
|
No
|
|
2.0
|
|
|
|
Jan 7th, 2021 04:47PM
|
Jan 7th, 2021 04:47PM
|
ArchiveSocial
|
|
|
|
private:archivesocial
|
https://www.glassdoor.com?employer_id=1339220
|
Jul 16th, 2019 12:00AM
|
Open
|
Open
|
ArchiveSocial
|
Sales Operations
|
Durham, NC
|
|
Wonderful Culture With a Bright Future!
|
|
ArchiveSocial has a great culture that focuses on growth, openness, and collaboration. I've always felt like each part of our ArchiveSocial truly works together to make a great product that benefits our users, and they reward those who put in effort to make the company better. Always opportunities for advancement if you're willing to work and make your wishes known to management. Management is very willing to sit with you and hear your thoughts and truly take them into consideration, which I've never experienced in my previous positions. They value each employee and expect the best, so if you work hard and stay humble, you'll really enjoy working here.
|
Personally, I have none. As a start-up I believe we are constantly changing, and if anyone has issues or things they wish to change they have the power to bring it up to leadership and talk through solutions.
|
1.0
|
POSITIVE
|
1.0
|
POSITIVE
|
1.0
|
APPROVE
|
0.0
|
5.0
|
5.0
|
5.0
|
5.0
|
5.0
|
5.0
|
|
1339220
|
Open
|
Continue what you're doing! Your greatest assets are your willingness to hear out your employees and your drive to create the best product on the market. It's great working here!
|
0.0
|
[]
|
REGULAR
|
No
|
Yes
|
|
0.0
|
|
|
|
Jan 7th, 2021 04:47PM
|
Jan 7th, 2021 04:47PM
|
ArchiveSocial
|
|
|
|
private:archivesocial
|
https://www.glassdoor.com?employer_id=1339220
|
May 13th, 2019 12:00AM
|
Open
|
Open
|
ArchiveSocial
|
|
United States
|
USA
|
Good product with bad management and culture
|
|
Solid product
Some perks
Flexible vacation time
|
Quickly plateau
Poor leadership
Superficial culture
Poor diversity
|
|
|
1.0
|
POSITIVE
|
0.0
|
NO_OPINION
|
1.0
|
2.0
|
3.0
|
2.0
|
1.0
|
3.0
|
2.0
|
|
1339220
|
Open
|
I’d recommend better listening to your employees and being more genuine in building culture. If you continue to grow the team, it will quickly become toxic.
|
0.0
|
[]
|
|
No
|
No
|
|
0.0
|
|
|
|
Jan 7th, 2021 04:47PM
|
Jan 7th, 2021 04:47PM
|
ArchiveSocial
|
|
|
|
private:archivesocial
|
https://www.glassdoor.com?employer_id=1339220
|
Mar 13th, 2019 12:00AM
|
Open
|
Open
|
ArchiveSocial
|
|
United States
|
USA
|
Start-up culture; beware of senior management
|
|
Overall, there's a lot of great people who work there. The product works and the NPS score is very good. The company has happy hours about 1x a month and free snacks (the usual "start-up perks" that keep twenty-somethings entertained).
|
While transparency is touted as a value, there's a definite limit on what you can say, especially if you're female. The CEO & some members of management prefer sycophants to engaged team members who are willing to challenge the status quo. The CEO is also highly involved in every department's operations, which is understandable given his role as founder. However, the company is getting too big to operate in this manner and this behavior only reinforces the idea that sycophants succeed. At the end of the day, what the CEO wants, he gets.
|
-1.0
|
NEGATIVE
|
0.0
|
NEUTRAL
|
-1.0
|
DISAPPROVE
|
4.0
|
2.0
|
4.0
|
2.0
|
2.0
|
2.0
|
1.0
|
|
1339220
|
Open
|
Hire more senior, experienced management leaders and then listen to them. They can help drive positive cultural change and give the company a chance to grow up. Additionally, the company would do well to have a more involved board, which would provide oversight and accountability.
|
0.0
|
[{"countHelpful": 0, "languageId": "eng", "userJobTitle": "Founder / CEO", "__typename": "EmployerResponse", "originalLanguageId": null, "id": 2024695, "responseDateTime": "2019-03-26T09:53:11.76", "translationMethod": null, "response": "What this CEO genuinely wants is for every employee to have a deeply positive experience at ArchiveSocial, and regardless of the reasons, it\u2019s clear that we didn\u2019t get there with you. We\u2019ll learn from it and I hope that this leads you to finding a place where you can thrive. ArchiveSocial would not exist and be where it is today without employees constantly challenging the status quo, so please don\u2019t be discouraged. And +1 on the \u201clot of great people\u201d comment.", "responseOriginal": null, "countNotHelpful": 0}]
|
REGULAR
|
No
|
No
|
|
2.0
|
|
|
|
Jan 7th, 2021 04:47PM
|
Jan 7th, 2021 04:47PM
|
ArchiveSocial
|
|
|