Current Employee1.7Jan 5, 2024Sweatshop, leadership is bad, product is not the greatest but sells since it’s Uber branded
Current Employee2.6Aug 28, 2024Leadership is highly numbers oriented. Little to no recognition for efforts and achievements in this role. Regardless of what strategy is working for an individual, call and email metrics are measured heavily on a weekly basis. Weekly numbers are looked at heavily as opposed to monthly numbers.
Leadership is highly numbers oriented. Little to no recognition for efforts and achievements in this role. Regardless of what strategy is working for an individual, call and email metrics are measured heavily on a weekly basis. Weekly numbers are looked at heavily as opposed to monthly numbers.
Current Employee1.9Sep 24, 2024Since I started on the NYC SMB team not one rep has hit quota - in 1H24 we had only one rep hit more that 50% to their goal. There a systemic problems being blamed on reps for underperformance. In the year I've been here my director was fired, manager was fired, and 7 reps all with less than a year in seat.
Since I started on the NYC SMB team not one rep has hit quota - in 1H24 we had only one rep hit more that 50% to their goal. There a systemic problems being blamed on reps for underperformance. In the year I've been here my director was fired, manager was fired, and 7 reps all with less than a year in seat.
Current Employee2.6Jul 25, 2024Uber is an amazing company to work for, but the base compensation is not competitive to the market realities in "SaaS" sales. To stay competitive the team needs to increase base salary as this will not attract the best talent.
Uber is an amazing company to work for, but the base compensation is not competitive to the market realities in "SaaS" sales. To stay competitive the team needs to increase base salary as this will not attract the best talent.
