New openings

[anonymous]

How's that big happy phamily doing now?

 

[anonymous]

Firing started. Layoffs around holidays.

Spot on.

 

[anonymous]

Im at ironwood and still think all the Phat reps blow!! You are no good!

You’re an absolute joke

phucking phony !

Finally someone speaks the truth. Too many washed up entitled reps who won a single presidents club 15 years ago.

Exactly! This! Especially given that we are paid by total scripts written on a declining/ranking scale. Certain areas of the country are not getting credit for many of their scripts. They are paying us and ranking us on unfair, skewed data.

why are we letting them do this without a fight? My numbers are solid and I was a defender of my phathom pham , but there is obviously a lot of stuff that I don’t know because of my own personal success, and I make EZ money !=#metro #density #untouchable'pheels just ask me phor the secret sauce and I’ll tell you how

 

[anonymous]

We all need to fight but we need all 25% of the reps together. How do we do that?

 

[anonymous]

HIGHY URGE EACH OF YOU TO CONTACT AN ATTORNEY

I am writing on behalf of my client, Xxxxxxxx, regarding multiple instances of mistreatment that have occurred in the course of their dealings with Phathom Pharmaceuticals. Phathom Pharmaceuticals has also failed to uphold their contractual obligations as stipulated in the agreement dated XX XX XXXX.

These actions are in direct violation of relevant sections of Phathom contracts, legally sound performance improvement plans, and may also violate applicable laws, including state and federal.

The Performance Improvement Plan (PIP) initiated by Phathom Pharmaceuticals is alleged to be unlawful for the following reasons: discrimination, retaliation, lack of proper process. It is further alleged that the PIP was issued in bad faith with the intent to create pretext for adverse employment action, including but not limited to termination, rather than for legitimate performance-related concerns.

The performance improvement plan, issued by Phathom Pharmaceuticals violates applicable employment law by being used as a tool for discrimination/retaliation. The employee has demonstrated satisfactory performance and/or has been unfairly targeted.

The employee was not given a reasonable opportunity to address the alleged performance issues prior to the initiation of the PIP, nor was there a proper and clear communication of specific expectations. Furthermore Phathom Pharmaceuticals, the employer, has failed to follow its own internal procedures regarding the fair implementation of performance improvement plans, in violation of the implied contract of employment and/or established company policy.

Phathom Pharmaceuticals placement of approximately 80 sales reps on a Performance Improvement Plan (PIP) with no specific metrics for retaining employment. This plans lacks transparency of specificity in specific start date, specific end date, explanation of average, ability to track performance. This PIP is also seemingly strategically timed to coincide with the company's potential sale, potentially avoiding shareholder concerns, and ends just before bonus payouts and stock vesting dates. This may be an effort to limit employee benefits unlawfully.

It is our recommendation Phathom Pharmaceuticals take corrective action. Remedial measures should be taken, including but not limited to reinstatement to prior conditions of employment, compensation for any lost wages or benefits, and/or damages.


Should Phathom Pharmaceuticals fail to address these issues, we will have no choice but to explore all legal remedies available, including litigation.

 

[anonymous]

Amen

 

[anonymous]

Thank you. This!

 

[anonymous]

They prob pulled a Biden and filled out surveys of all the people who left to earn the “Great Place to Work” mantra. What a crock of shit.

 

[anonymous]

HIGHY URGE EACH OF YOU TO CONTACT AN ATTORNEY

I am writing on behalf of my client, Xxxxxxxx, regarding multiple instances of mistreatment that have occurred in the course of their dealings with Phathom Pharmaceuticals. Phathom Pharmaceuticals has also failed to uphold their contractual obligations as stipulated in the agreement dated XX XX XXXX.

These actions are in direct violation of relevant sections of Phathom contracts, legally sound performance improvement plans, and may also violate applicable laws, including state and federal.

The Performance Improvement Plan (PIP) initiated by Phathom Pharmaceuticals is alleged to be unlawful for the following reasons: discrimination, retaliation, lack of proper process. It is further alleged that the PIP was issued in bad faith with the intent to create pretext for adverse employment action, including but not limited to termination, rather than for legitimate performance-related concerns.

The performance improvement plan, issued by Phathom Pharmaceuticals violates applicable employment law by being used as a tool for discrimination/retaliation. The employee has demonstrated satisfactory performance and/or has been unfairly targeted.

The employee was not given a reasonable opportunity to address the alleged performance issues prior to the initiation of the PIP, nor was there a proper and clear communication of specific expectations. Furthermore Phathom Pharmaceuticals, the employer, has failed to follow its own internal procedures regarding the fair implementation of performance improvement plans, in violation of the implied contract of employment and/or established company policy.

Phathom Pharmaceuticals placement of approximately 80 sales reps on a Performance Improvement Plan (PIP) with no specific metrics for retaining employment. This plans lacks transparency of specificity in specific start date, specific end date, explanation of average, ability to track performance. This PIP is also seemingly strategically timed to coincide with the company's potential sale, potentially avoiding shareholder concerns, and ends just before bonus payouts and stock vesting dates. This may be an effort to limit employee benefits unlawfully.

It is our recommendation Phathom Pharmaceuticals take corrective action. Remedial measures should be taken, including but not limited to reinstatement to prior conditions of employment, compensation for any lost wages or benefits, and/or damages.


Should Phathom Pharmaceuticals fail to address these issues, we will have no choice but to explore all legal remedies available, including litigation.

what a joke you are. "Potential sale"??? Like that's publicly discussed...Mr. palm reader... You are all smoking the good stuff. Get a real job.

 

[anonymous]

HIGHY URGE EACH OF YOU TO CONTACT AN ATTORNEY

I am writing on behalf of my client, Xxxxxxxx, regarding multiple instances of mistreatment that have occurred in the course of their dealings with Phathom Pharmaceuticals. Phathom Pharmaceuticals has also failed to uphold their contractual obligations as stipulated in the agreement dated XX XX XXXX.

These actions are in direct violation of relevant sections of Phathom contracts, legally sound performance improvement plans, and may also violate applicable laws, including state and federal.

The Performance Improvement Plan (PIP) initiated by Phathom Pharmaceuticals is alleged to be unlawful for the following reasons: discrimination, retaliation, lack of proper process. It is further alleged that the PIP was issued in bad faith with the intent to create pretext for adverse employment action, including but not limited to termination, rather than for legitimate performance-related concerns.

The performance improvement plan, issued by Phathom Pharmaceuticals violates applicable employment law by being used as a tool for discrimination/retaliation. The employee has demonstrated satisfactory performance and/or has been unfairly targeted.

The employee was not given a reasonable opportunity to address the alleged performance issues prior to the initiation of the PIP, nor was there a proper and clear communication of specific expectations. Furthermore Phathom Pharmaceuticals, the employer, has failed to follow its own internal procedures regarding the fair implementation of performance improvement plans, in violation of the implied contract of employment and/or established company policy.

Phathom Pharmaceuticals placement of approximately 80 sales reps on a Performance Improvement Plan (PIP) with no specific metrics for retaining employment. This plans lacks transparency of specificity in specific start date, specific end date, explanation of average, ability to track performance. This PIP is also seemingly strategically timed to coincide with the company's potential sale, potentially avoiding shareholder concerns, and ends just before bonus payouts and stock vesting dates. This may be an effort to limit employee benefits unlawfully.

It is our recommendation Phathom Pharmaceuticals take corrective action. Remedial measures should be taken, including but not limited to reinstatement to prior conditions of employment, compensation for any lost wages or benefits, and/or damages.


Should Phathom Pharmaceuticals fail to address these issues, we will have no choice but to explore all legal remedies available, including litigation.

“Potential sale” Haha what a joke. If you put the same amount of effort into your actual job in sales, you’d be worth something to the company and they’d keep you. Also it’s not 80 reps, it’s not even 30.

 

[anonymous]

Ok Mr. I’m on here at 1:15 am in the middle of the night. We see you, but our noise is louder than yours. This company will further flop until you address the real issues:
SHAREHOLDERS - ASK FOR ANSWERS

- why isn’t local Pharmacy data reported? (Shareholders need to push Phathom to disclose which is purchased and what is missing)

- Data comes at a price. If it’s not within budget, you trim the fat and blame the sales force. Figure out a data purchase

- HAVE a PROCESS for BLINK ISSUES. Company spreadsheet. There is NO Process!

- BLINK RX, our LIFELINE, is not doing Phathom any favors. You hold them accountable. They are sitting on PA’s for weeks, RX ‘s aren’t processed, RX’s are complete and not picked up. No credit

- - Have each manager & area director directly handle 5 calls regarding a Blink issue with the customer & seek resolution, so they may experience & help develop a better process.

- Each rep could improve their NEW RX’s & NEW WRITERS NUMBERS 30% + by assigning pull through teams OR GIVE REPS THE DATA to pull through RX’s.

- Reps NEED BLINK DATA of where RX’s are in process.

- Each team needs an additional PAM. BLINK RX cannot handle the work load with the few people they have.

- PAMS need to be accountable for % fill. The RX’s are there.

- HAVE A PROCESS for market access issues. (Not just email your managers). Chart every plan issue, date it, find a solution & involve the sales force

- Treat all areas of the country as if they were HUBS not just the large cities

- learn from your severe mismanagement of budget from Q1 & Q2. Hold people accountable.

- without $$ for lunches and face time with physicians - RX’s will decline. Fix the allocation of funds

- if you cut the budget for sales in half = your sales go flat. Don’t ask us managers why teams are flat when they weren’t before.

- look at lunch spend in correlation to RX growth. Are the teams that are flat adhering to the cut budget while others are overspending & growing?

- commercial coverage all time high & declining or flat sales = deep dive into REPORTING DATA & what is purchased

- reallocate funds from dinner meetings to lunch and learns. You want face time with providers and they don’t go to dinners. Listen to us.
- Each team should be presenting to their managers their hurdles in achieving more RX’s & develop smart goals. *Random calls on manager selected topics is a waste of time.

-- Fix the culture. If reps don’t have the tools they need to gain RX’s & you treat them poorly your company will be worth nothing. Even after you get rid of 180 reps.

You have a very talented, tenured sales force who each wants this product to succeed in their own territories. We have no reason not to feel this way, until to you fail to make the correct business decisions & fail to support the necessary processes.

 

[anonymous]

Ok Mr. I’m on here at 1:15 am in the middle of the night. We see you, but our noise is louder than yours. This company will further flop until you address the real issues:
SHAREHOLDERS - ASK FOR ANSWERS

- why isn’t local Pharmacy data reported? (Shareholders need to push Phathom to disclose which is purchased and what is missing)

- Data comes at a price. If it’s not within budget, you trim the fat and blame the sales force. Figure out a data purchase

- HAVE a PROCESS for BLINK ISSUES. Company spreadsheet. There is NO Process!

- BLINK RX, our LIFELINE, is not doing Phathom any favors. You hold them accountable. They are sitting on PA’s for weeks, RX ‘s aren’t processed, RX’s are complete and not picked up. No credit

- - Have each manager & area director directly handle 5 calls regarding a Blink issue with the customer & seek resolution, so they may experience & help develop a better process.

- Each rep could improve their NEW RX’s & NEW WRITERS NUMBERS 30% + by assigning pull through teams OR GIVE REPS THE DATA to pull through RX’s.

- Reps NEED BLINK DATA of where RX’s are in process.

- Each team needs an additional PAM. BLINK RX cannot handle the work load with the few people they have.

- PAMS need to be accountable for % fill. The RX’s are there.

- HAVE A PROCESS for market access issues. (Not just email your managers). Chart every plan issue, date it, find a solution & involve the sales force

- Treat all areas of the country as if they were HUBS not just the large cities

- learn from your severe mismanagement of budget from Q1 & Q2. Hold people accountable.

- without $$ for lunches and face time with physicians - RX’s will decline. Fix the allocation of funds

- if you cut the budget for sales in half = your sales go flat. Don’t ask us managers why teams are flat when they weren’t before.

- look at lunch spend in correlation to RX growth. Are the teams that are flat adhering to the cut budget while others are overspending & growing?

- commercial coverage all time high & declining or flat sales = deep dive into REPORTING DATA & what is purchased

- reallocate funds from dinner meetings to lunch and learns. You want face time with providers and they don’t go to dinners. Listen to us.
- Each team should be presenting to their managers their hurdles in achieving more RX’s & develop smart goals. *Random calls on manager selected topics is a waste of time.

-- Fix the culture. If reps don’t have the tools they need to gain RX’s & you treat them poorly your company will be worth nothing. Even after you get rid of 180 reps.

You have a very talented, tenured sales force who each wants this product to succeed in their own territories. We have no reason not to feel this way, until to you fail to make the correct business decisions & fail to support the necessary processes.

It sounds like you’re really constipated. Hopefully things open up for you.

 

[anonymous]

Ok Mr. I’m on here at 1:15 am in the middle of the night. We see you, but our noise is louder than yours. This company will further flop until you address the real issues:
SHAREHOLDERS - ASK FOR ANSWERS

- why isn’t local Pharmacy data reported? (Shareholders need to push Phathom to disclose which is purchased and what is missing)

- Data comes at a price. If it’s not within budget, you trim the fat and blame the sales force. Figure out a data purchase

- HAVE a PROCESS for BLINK ISSUES. Company spreadsheet. There is NO Process!

- BLINK RX, our LIFELINE, is not doing Phathom any favors. You hold them accountable. They are sitting on PA’s for weeks, RX ‘s aren’t processed, RX’s are complete and not picked up. No credit

- - Have each manager & area director directly handle 5 calls regarding a Blink issue with the customer & seek resolution, so they may experience & help develop a better process.

- Each rep could improve their NEW RX’s & NEW WRITERS NUMBERS 30% + by assigning pull through teams OR GIVE REPS THE DATA to pull through RX’s.

- Reps NEED BLINK DATA of where RX’s are in process.

- Each team needs an additional PAM. BLINK RX cannot handle the work load with the few people they have.

- PAMS need to be accountable for % fill. The RX’s are there.

- HAVE A PROCESS for market access issues. (Not just email your managers). Chart every plan issue, date it, find a solution & involve the sales force

- Treat all areas of the country as if they were HUBS not just the large cities

- learn from your severe mismanagement of budget from Q1 & Q2. Hold people accountable.

- without $$ for lunches and face time with physicians - RX’s will decline. Fix the allocation of funds

- if you cut the budget for sales in half = your sales go flat. Don’t ask us managers why teams are flat when they weren’t before.

- look at lunch spend in correlation to RX growth. Are the teams that are flat adhering to the cut budget while others are overspending & growing?

- commercial coverage all time high & declining or flat sales = deep dive into REPORTING DATA & what is purchased

- reallocate funds from dinner meetings to lunch and learns. You want face time with providers and they don’t go to dinners. Listen to us.
- Each team should be presenting to their managers their hurdles in achieving more RX’s & develop smart goals. *Random calls on manager selected topics is a waste of time.

-- Fix the culture. If reps don’t have the tools they need to gain RX’s & you treat them poorly your company will be worth nothing. Even after you get rid of 180 reps.

You have a very talented, tenured sales force who each wants this product to succeed in their own territories. We have no reason not to feel this way, until to you fail to make the correct business decisions & fail to support the necessary processes.

Amen! Yes to everything! Especially the data purchase. We are paid based on TRX rank. I know for a fact there are many many RX not showing up for me. Also, Don’t know what they expected to happen when they give basically no money for lunch and learns.

 

[anonymous]

Ok Mr. I’m on here at 1:15 am in the middle of the night. We see you, but our noise is louder than yours. This company will further flop until you address the real issues:
SHAREHOLDERS - ASK FOR ANSWERS

- why isn’t local Pharmacy data reported? (Shareholders need to push Phathom to disclose which is purchased and what is missing)

- Data comes at a price. If it’s not within budget, you trim the fat and blame the sales force. Figure out a data purchase

- HAVE a PROCESS for BLINK ISSUES. Company spreadsheet. There is NO Process!

- BLINK RX, our LIFELINE, is not doing Phathom any favors. You hold them accountable. They are sitting on PA’s for weeks, RX ‘s aren’t processed, RX’s are complete and not picked up. No credit

- - Have each manager & area director directly handle 5 calls regarding a Blink issue with the customer & seek resolution, so they may experience & help develop a better process.

- Each rep could improve their NEW RX’s & NEW WRITERS NUMBERS 30% + by assigning pull through teams OR GIVE REPS THE DATA to pull through RX’s.

- Reps NEED BLINK DATA of where RX’s are in process.

- Each team needs an additional PAM. BLINK RX cannot handle the work load with the few people they have.

- PAMS need to be accountable for % fill. The RX’s are there.

- HAVE A PROCESS for market access issues. (Not just email your managers). Chart every plan issue, date it, find a solution & involve the sales force

- Treat all areas of the country as if they were HUBS not just the large cities

- learn from your severe mismanagement of budget from Q1 & Q2. Hold people accountable.

- without $$ for lunches and face time with physicians - RX’s will decline. Fix the allocation of funds

- if you cut the budget for sales in half = your sales go flat. Don’t ask us managers why teams are flat when they weren’t before.

- look at lunch spend in correlation to RX growth. Are the teams that are flat adhering to the cut budget while others are overspending & growing?

- commercial coverage all time high & declining or flat sales = deep dive into REPORTING DATA & what is purchased

- reallocate funds from dinner meetings to lunch and learns. You want face time with providers and they don’t go to dinners. Listen to us.
- Each team should be presenting to their managers their hurdles in achieving more RX’s & develop smart goals. *Random calls on manager selected topics is a waste of time.

-- Fix the culture. If reps don’t have the tools they need to gain RX’s & you treat them poorly your company will be worth nothing. Even after you get rid of 180 reps.

You have a very talented, tenured sales force who each wants this product to succeed in their own territories. We have no reason not to feel this way, until to you fail to make the correct business decisions & fail to support the necessary processes.

Hey Shawn did you see this? If you want new RX’s and increased RX’s you should look into EVERY SINGLE ON OF THESE POINTS. You have no reason not to.

 

[anonymous]

Ok Mr. I’m on here at 1:15 am in the middle of the night. We see you, but our noise is louder than yours. This company will further flop until you address the real issues:
SHAREHOLDERS - ASK FOR ANSWERS

- why isn’t local Pharmacy data reported? (Shareholders need to push Phathom to disclose which is purchased and what is missing)

- Data comes at a price. If it’s not within budget, you trim the fat and blame the sales force. Figure out a data purchase

- HAVE a PROCESS for BLINK ISSUES. Company spreadsheet. There is NO Process!

- BLINK RX, our LIFELINE, is not doing Phathom any favors. You hold them accountable. They are sitting on PA’s for weeks, RX ‘s aren’t processed, RX’s are complete and not picked up. No credit

- - Have each manager & area director directly handle 5 calls regarding a Blink issue with the customer & seek resolution, so they may experience & help develop a better process.

- Each rep could improve their NEW RX’s & NEW WRITERS NUMBERS 30% + by assigning pull through teams OR GIVE REPS THE DATA to pull through RX’s.

- Reps NEED BLINK DATA of where RX’s are in process.

- Each team needs an additional PAM. BLINK RX cannot handle the work load with the few people they have.

- PAMS need to be accountable for % fill. The RX’s are there.

- HAVE A PROCESS for market access issues. (Not just email your managers). Chart every plan issue, date it, find a solution & involve the sales force

- Treat all areas of the country as if they were HUBS not just the large cities

- learn from your severe mismanagement of budget from Q1 & Q2. Hold people accountable.

- without $$ for lunches and face time with physicians - RX’s will decline. Fix the allocation of funds

- if you cut the budget for sales in half = your sales go flat. Don’t ask us managers why teams are flat when they weren’t before.

- look at lunch spend in correlation to RX growth. Are the teams that are flat adhering to the cut budget while others are overspending & growing?

- commercial coverage all time high & declining or flat sales = deep dive into REPORTING DATA & what is purchased

- reallocate funds from dinner meetings to lunch and learns. You want face time with providers and they don’t go to dinners. Listen to us.
- Each team should be presenting to their managers their hurdles in achieving more RX’s & develop smart goals. *Random calls on manager selected topics is a waste of time.

-- Fix the culture. If reps don’t have the tools they need to gain RX’s & you treat them poorly your company will be worth nothing. Even after you get rid of 180 reps.

You have a very talented, tenured sales force who each wants this product to succeed in their own territories. We have no reason not to feel this way, until to you fail to make the correct business decisions & fail to support the necessary processes.

Absolutely correct! Blaming and firing reps and managers and leading by fear isn’t going to grow sales, BUY the data and give to reps! Reallocate some of the money from expensive speaker programs to buying data and fixing every point in this post.

 

[BigDaddy’s Mom]

Ok Mr. I’m on here at 1:15 am in the middle of the night. We see you, but our noise is louder than yours. This company will further flop until you address the real issues:
SHAREHOLDERS - ASK FOR ANSWERS

- why isn’t local Pharmacy data reported? (Shareholders need to push Phathom to disclose which is purchased and what is missing)

- Data comes at a price. If it’s not within budget, you trim the fat and blame the sales force. Figure out a data purchase

- HAVE a PROCESS for BLINK ISSUES. Company spreadsheet. There is NO Process!

- BLINK RX, our LIFELINE, is not doing Phathom any favors. You hold them accountable. They are sitting on PA’s for weeks, RX ‘s aren’t processed, RX’s are complete and not picked up. No credit

- - Have each manager & area director directly handle 5 calls regarding a Blink issue with the customer & seek resolution, so they may experience & help develop a better process.

- Each rep could improve their NEW RX’s & NEW WRITERS NUMBERS 30% + by assigning pull through teams OR GIVE REPS THE DATA to pull through RX’s.

- Reps NEED BLINK DATA of where RX’s are in process.

- Each team needs an additional PAM. BLINK RX cannot handle the work load with the few people they have.

- PAMS need to be accountable for % fill. The RX’s are there.

- HAVE A PROCESS for market access issues. (Not just email your managers). Chart every plan issue, date it, find a solution & involve the sales force

- Treat all areas of the country as if they were HUBS not just the large cities

- learn from your severe mismanagement of budget from Q1 & Q2. Hold people accountable.

- without $$ for lunches and face time with physicians - RX’s will decline. Fix the allocation of funds

- if you cut the budget for sales in half = your sales go flat. Don’t ask us managers why teams are flat when they weren’t before.

- look at lunch spend in correlation to RX growth. Are the teams that are flat adhering to the cut budget while others are overspending & growing?

- commercial coverage all time high & declining or flat sales = deep dive into REPORTING DATA & what is purchased

- reallocate funds from dinner meetings to lunch and learns. You want face time with providers and they don’t go to dinners. Listen to us.
- Each team should be presenting to their managers their hurdles in achieving more RX’s & develop smart goals. *Random calls on manager selected topics is a waste of time.

-- Fix the culture. If reps don’t have the tools they need to gain RX’s & you treat them poorly your company will be worth nothing. Even after you get rid of 180 reps.

You have a very talented, tenured sales force who each wants this product to succeed in their own territories. We have no reason not to feel this way, until to you fail to make the correct business decisions & fail to support the necessary processes.

From a loser who clearly doesn’t understand the industry and has problems accepting accountability.

 

[anonymous]

Anyone still believe
the Phathom story about Phamily?

 

[anonymous]

Anyone hear news re: SP….

 

[anonymous]

Anyone hear news re: SP….

Anyone hear the news re: this person that is no longer employed at this company.

 

[anonymous]

Anyone hear the news re: this person that is no longer employed at this company.

Since when?