This place sounds like a complete shithole. Close to 50 sales jobs available on their careers section. Should be a case study for how not to run an organization.
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Has anyone ever had a quota structure like Life Vest at another company?
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Looks like nearly 80 sales postings on their website and CP posters on the inside want to leave. Other than a few weird dictator-like messages trying to blame it on a few whiners, seems like a completely mismanaged debacle all the way up.
They call it "expansion" how many reps have to leave a territory before you stop using this term? Who they going to look for after they burn through every pharma rep? Do you have to have a green card to work here? Does Aldo have one in NY?
I had a recruiter call me about a year ago with the old "expansion" opportunity. So sad.
I have been here since inception and average 200K a year w very little work. I have missed my quota multiple times but haven't been fired. What is the average number of times you can miss quota before you are fired? Thanks
And you also have oceanfront property for sale in Arizona.
I would suggest pinging any of the thousands of former Zoll employees. They would be able to give you a good response. Look on linked in if you need.
YES, I am definitely finding that Zoll's reputation is getting worse over time. Patients who can't afford their copay - who didn't even know there would be a copay. Patients whose insurance won't cover it, patients who are driven crazy by the discomfort. There is only so much a TM can undo.
I am looking for any input on other sales based company that have a quota structure similar or anything like Zoll Life Vest? Am I just someone who was fortunate enough until now to work for a company that valued it sales reps? I would like to start this by saying I am still making my quota almost every segment and making decent money but I am just over a year now and each segment I make it by less and less so I can foresee the outcome that will happen by year 2... I am fired or I quit only based on this quota structure that makes absolutely no sense to me.
I have worked for several sales companies and each one had very tough expectations from a quota perspective but they never continually went up $800.00 every 2 weeks with no end or re-evaluation at some point. I obviously didn't ask enough questions during the interview but I guess I made an assumption based on EVERY previous job I held that the quota would be fair, but difficult. I am still perplexed at the $800.00. Yes, you can tell me 1000 times how you came up with that dollar value and how its actually less than, blah blah.....if you work here or have worked here I don't have to go into detail. So my question from a mathematical perspective is how can a sales rep that starts with a quota of $3000.00 and a sales rep that starts with a quota of $30,000.00 each go up the same $800.00 every 2 weeks? If anyone can tell me how they came up with that mathematical equation I would love to hear it? It should be based off a %, trend, something, anything, I don't care. It can't be a flat $800.00, with no end in sight. Also for the reps that are hired into new territories, struggling territories, etc..maybe a ramp up? I don't know even 2 week after training. Nope, quota starts going up before we are back from training. I truly like this product. I have witnesses a save and it was amazing. However, I don't understand why the Life Vest division seems to almost devalue the sales force. The turnover under my manager is 100% in just over 1 year. Seems to be the case in a lot of the areas. Why do the leaders of this company do anything to help retain employees? If Walmart can finally recognize it, I am not sure why Life Vest hasn't?
If anyone missed the latest buzz from Walmart/Shareholder here is a nice quote.
When asked whether the wage increase announcement was meant to address those problems, Lundberg said the company was focused on “how we recruit, build and maintain the best possible workforce."
Interesting to me that this growth expectation has been called into question for so many years and not one thing has changed. In fact, it is even worse today given how much smaller the territories are now. How is it they expect the exact same growth rate from one territory to the next, year after year after year, irrespective of size, culture, payor mix, territory maturity, and market penetration? Every time I ask this, I'm told "well, its worked." How do they define "working"?
IT IS NOT WORKING WHEN 50% OF YOUR SALESFORCE IS TURNING OVER, everyone who IS here is looking for another job, and the company can't maintain headcount.
It is downright negligent that the leaders of this company lack such a fundamental understanding of compensation systems and territory management. I know it is said a lot on this forum, but it truly is baffling how unsophisticated and elementary the leadership of this company is.
You're right the quota has been this way for years and so have the constant splitting of territories and the 50% turn-over rate. You knew that going in to this job so my advice to you is suck it up. There is so much information available about Zoll and how business and quotas are done and the 50% turnover rate. You chose to ignore this information that was provided to you. Why would you take a job that you knew the company history is that 50% turn over every year and quotas spiral out of control typically in year two (year three if the territory quota was set at zero or close to zero when you took it)? I'm guessing you thought you would be different and have now realized you're not. You crawled in to bed with Zoll now sleep in it. You're now mine sucker!
Why do you guys wear scrubs? Serious question? You're not in cases and they put those vests on in clinics.
Agree. Never wore them the 2 years I was there, don't see the point. But to each his own of course.
So as the verification question may ask, a tiger may roar and by that same logic a stud Zoll rep may wear scrubs so women may see why he roars so deeply...just saying
It really is bizarre. But just the tip of the iceberg. This company has serious fundamental problems in every aspect and is not a secure place to invest yourself. It is a 1-2 year job at best while you look for what you really want to do.
I didn't buy into all the negative stuff early on, as I have always been a top performer as a rep and manager. As I look back at all this stuff, I wish I had listened to my gut feeling about the quota system and revenue challenges. The ADs and VPs exaggerated the comp plan potential and I feel like I was mislead into accepting a position at Zoll Lifevest. I don't mind being on-call and working my butt off, but the comp situation has been horrible. This really is a 1 year job at best.
Top performers expect to make a good living. That is why they were considered "A" players on the SRG profile. Top performers don't necessarily want nor need to deal with such a huge drop in income. The company continues to grow and the only ones making decent money are the ADs, VPs, President, ML and his IBM sales ops people. The rest of us are here to fill their pockets while they screw us out of the money we're accustomed to make. Grow their business and don't get paid anywhere near what was sold to you. Very sad and disappointing!
I didn't buy into all the negative stuff early on, as I have always been a top performer as a rep and manager. As I look back at all this stuff, I wish I had listened to my gut feeling about the quota system and revenue challenges. The ADs and VPs exaggerated the comp plan potential and I feel like I was mislead into accepting a position at Zoll Lifevest. I don't mind being on-call and working my butt off, but the comp situation has been horrible. This really is a 1 year job at best.
Top performers expect to make a good living. That is why they were considered "A" players on the SRG profile. Top performers don't necessarily want nor need to deal with such a huge drop in income. The company continues to grow and the only ones making decent money are the ADs, VPs, President, ML and his IBM sales ops people. The rest of us are here to fill their pockets while they screw us out of the money we're accustomed to make. Grow their business and don't get paid anywhere near what was sold to you. Very sad and disappointing!
Very accurate