GenPath

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Anonymous said:
oh boy, another spoiled pharma rep who can't handle the big boy sales arena.
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"Big boy sales" involves support, ethics, morals, a superb product, incentives to stay, developmental opportunities, and logical thought.....none of these listed attributes apply to BioReference in any way, shape or form. Staying away from these yahoos is my best advice. Very truly yours, one who escaped the wrath.
 












Reimbursement from insurance is closer to 20%. New business is 9% of collected revenue for 12 months, 3.5% thereafter. If an in office phleb is placed, immediately goes to 3.5% regardless.
 






What a complete lie regarding collection rates. Unless you are in or extremely close to NJ headquarters, collection rates now are about 8-12% in a good territory. CA women's health is screwed because the purchase of the local Hunter Labs didn't do anything for opening up OPP to do blood, or anything other than what a doc can do off the pap vial in office. What a joke. Even reps in Bay Area with draw sites basically only had NIPT help for a lil bit. But if the local lab can't do the core GenPap and it has to be sent back to NJ anyway, why did they purchase a local lab? Even a good rep can't convince an office to use them when they can only send their PPO business and still have to use another for every other patient, which is like 80% of their business. The "ONE" bullshit they tried to convince us was possible was one of the shittiest lies they told to get us to keep going. Plus if u r in a territory that had a few reps before you like I didn't, good luck finding a account that is considered "NEW" and paid at the 9% for 1st year instead of mgr telling u it's an existing account despite maybe sending 1 pap to us since the account was opened. Just other reps opening up accounts left and right trying to make it seem like they are making an impact on the business. They fucked me and any other rep that comes on board later. And management does care and won't look at it on a case by case argument. $1000 in 3yrs is not an existing account!!! Shady shit!!
 






Anonymous said:
Compensation all depends on your performance. If you have existing relationships you can convert, you can make well over 200K. Make sure there are no caps! If you have to start from scratch and don't have existing relationships it will be a harder road but with uncapped potential, it is really up to you. The company wants you to succeed and has no problem paying you if you do.
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Thanks HR .... this is total B.S.
 






Here's the bottom line truth:
The NJ guys make $500k up to AW's rumored $1.1mil.
The guy in Miami makes like $300k, maybe $400k.
The guy in Chicago makes like $250k, maybe $300k.
The guy in DC makes like $400k.
A few other markets have big shots in the $250k range.
But most Terr's have reps in the comfy $150k-$175k range, and that's not bad.
Some tough markets (out west) are struggling to make $90k, and that sucks.

*best advice: if you have relationships and live in a big market, you can win big. If you don't, then you won't.
**management advice: put on you your big boy panties cuz they don't f$!k Around. Grow your business or be gone!
 






This is a great example of upper management being dishonest, abusive, unsupportive and downright shady. For example, Jack has NO idea how to manage, hire, train or run the west but continues to be allowed to drive it into the ground. How can there be so much turnover but no accountability? Oh I forgot... it is because the reps are and were ALL lacking in some way. Wait - didn't Jack hire and train all the reps? Isn't HE the common denominator? Also, I find it curious that over 20 reps can leave California on Jack's watch and he is still allowed to run the show. He is passive-aggressive and always has a "gotcha" agenda. Chuck...this is free advice- pay more attention to what is happening and why. It may benefit you to have an exit interview once in a while to find out why people are leaving or what their experience has been. I would listen in on the team calls once in a while and ask yourself if they would inspire you? If you had this information compiled then you would be able to make changes. Your "team" doesn't want you to know the truth. The cowboy mentality needs to be roped in and HR needs to start asking questions. How much $ has the turnover cost BRLI? Do you have market data to suggest what type of rep would do the best in the BRLI culture? The company culture needs a lot of work; I have never seen a company that bullies, humiliates, gossips about their Salesforce like BRLI does. The so called sales support team all have terrible attitudes and act like they are being bothered when asked to do their job. The craziest thing is that these employees who display such disgusting behavior are actually rewarded! Additionally, the interviews are VERY misleading and Jack knows it. These are just HUGE hints... I guess if no action is taken then nobody really wants to know the truth. Chuck- my intention is to bring these serious issues to your attention so that you have an opportunity to fix them. The company has created a culture when everyone is pointing the finger at the sales people. Gary isn't going to rat out his boys... It is very sad because the company has amazing products, talented sales people and a management team who has a fist pounding mentality with no appreciation for those who are working hard. Treat sales employees like they are valued and they will become valuable.
 












First year here, making about $110,000. That's with a really awful collection rate too, so if you are in a state with decent collection (mine is 8-9%, yep that's right). I still say go for it-if you don't like management, honestly it doesn't matter here. The only time that matters is when you can't perform. I'm sure manage seems like "scum" to anyone that can't get any new business at this company. If you bring in new business, they will pay you well for it. Find out the collection rate of PA. Really important. Also find out what they are billing out each month for the territory. Take what they are collecting and divide that by 3.5%...add your salary. That is what you are working with.
 






Are all the BRLI divisions in shambles here like Genpath Womens Health? What about the Clinical division, how is the leadership style/ sales culture different between these two groups?
 






No Fault Cases

Is there any news about what is going on with the litigation on the No Fault cases in NY and NJ connected to Bio-Reference, and why the reps in those states say they make the most commission?

Any info would be helpful

Thanks

analysist670 at gmail.com
 






Clinical is the same. Actually the worst in a long time. It permiates through each division. Its all about new sales at All costs. Too many people selling to too few accounts. Got to believe when OPKO takes over cuts will come.
This is typical of most companies that don't thrive . It's all about this month, this quarter etc,, with NO motivation or incentive except that you should be happy your here.
There are too many people whistling things in top management ear. Problem is they don't know what they are talking about.
 
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Its time to get out, management is telling you what you want to hear. You wont be able to write off all those bills and your accounts are going to run from you because all the phone calls its going to generate. Lots of business will be lost. Glad I will not be part of that. Already planning on taking over old accounts for my new job. Thank you Chuck and Grodman, now I will be paid twice on these accounts. Smartest move I made was to leave before the shit hits the fan. Hope TM and GR lose their jobs. What goes around, comes around
 






Anonymous said:
This is a great example of upper management being dishonest, abusive, unsupportive and downright shady. For example, Jack has NO idea how to manage, hire, train or run the west but continues to be allowed to drive it into the ground. How can there be so much turnover but no accountability? Oh I forgot... it is because the reps are and were ALL lacking in some way. Wait - didn't Jack hire and train all the reps? Isn't HE the common denominator? Also, I find it curious that over 20 reps can leave California on Jack's watch and he is still allowed to run the show. He is passive-aggressive and always has a "gotcha" agenda. Chuck...this is free advice- pay more attention to what is happening and why. It may benefit you to have an exit interview once in a while to find out why people are leaving or what their experience has been. I would listen in on the team calls once in a while and ask yourself if they would inspire you? If you had this information compiled then you would be able to make changes. Your "team" doesn't want you to know the truth. The cowboy mentality needs to be roped in and HR needs to start asking questions. How much $ has the turnover cost BRLI? Do you have market data to suggest what type of rep would do the best in the BRLI culture? The company culture needs a lot of work; I have never seen a company that bullies, humiliates, gossips about their Salesforce like BRLI does. The so called sales support team all have terrible attitudes and act like they are being bothered when asked to do their job. The craziest thing is that these employees who display such disgusting behavior are actually rewarded! Additionally, the interviews are VERY misleading and Jack knows it. These are just HUGE hints... I guess if no action is taken then nobody really wants to know the truth. Chuck- my intention is to bring these serious issues to your attention so that you have an opportunity to fix them. The company has created a culture when everyone is pointing the finger at the sales people. Gary isn't going to rat out his boys... It is very sad because the company has amazing products, talented sales people and a management team who has a fist pounding mentality with no appreciation for those who are working hard. Treat sales employees like they are valued and they will become valuable.
Click to expand...

SO VERY TRUE...Was with the company in the women's health side and made very good money. The hostility that is bred from this company and the management is at the very least disgusting and not worth the money. If you can be a "yes" person and sleep with the right people and kiss the right ass, then it's a great environment for those types. I unfortunately did not meet that mold and got so tired of the bullshit. Between Jack's sexual harassment and the RMs all covering their ass to protect their overpaid salaries...then there is Gary's joke of a persona, it's all just a big joke. Was such a great company in the beginning, greed and slime took over.
 






The only thing that GR and JS can run is their bar tab UP. Gary, Jack and Todd are the "best of friends" although this particular friendship is one of necessity as they all must keep each other close to ensure that their antics are not exposed to Chuck by the others. They're incompetent and incapable of leading anything other than witch hunts. For whatever reason they believe that you get the best performance from people when you demoralize and make them feel like stupid idiots. Anyone who dares to think on their own under the watchful eyes of this team will quickly be undermined and thrown under the bus to Chuck. Dr. Grodman is a good man with great vision who's organization is being obliterated by this style of management. Chuck is an effective businessman who may of had 1 sip too many of the Kool-aid being peddled by these clowns. All I can say is enjoy the free ride now guys as it's clear that Chuck is becoming curious. If this is the case it's inevitable that questions will be asked of people with answers and if this happens when you're not in the room...it's quitting time.
 
























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