leadership is clueless. no gpo contracts - yet huge quotas to meet. all promotions are decided before interviewing takes place. management lies continually to field force. New president has zero new ideas or leadership ability (FM). vp has zero sales experience and will not listen to field (HP) and has sales director neutered so he is basically powerless - so he lies to all reps, weekly - has zero answers for any issue. this is the most reactionary company i have ever worked for. zero vision. zero proactive thought. if you are interviewing with mylan institutional: don't. keep looking. you will be lied to and treated like a child with no chance of promotion. this division will crumble and fail within 4 years.
Managers ride with you on average of 25% of your sales time (4days a month). They use an extensive matrix to evaluate you that isn't designed to help develop you but to document any and all perceived inadequacies subjectively to your manager's need to appear valuable. Everything is about HR, documentation, follow up and evaluations. Territories are 4-5 hours wide and most require multiple overnights each month. Bonus is largely unattainable as goals are impossible given managed care access and marketing strategies. STAY FAR AWAY IF YOU VALUE YOUR CAREER AS A PHARMA REP.
The company treats you like dirt. Managements attitude towards people on the first floor is obvious discust. I have never felt so unappreciated in my life. They crowd you in one giant noisy room. The moral is terrible. 90% are temps that they never hire. Oh but there are free snacks. That should make up for the slave wages they pay. One more thing, they don't seem to like women to be promoted. They bring in middle age men to be in charge and demote women who are supervisors. They lay off/get rid of older fulltime employees and bring in more temps. If you want to develop stress related illnesses and you really don't need a competitive salary then this is the place for you.
Challenging work and, making a difference in lives of patients.I dont love it because individual managers are too focused on hitting their bonus targets, which drives short term wins, but strategic failures