Opening posted for Sr Biopharmaceutical Rep in Bone Health Division

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Anonymous

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I saw a posting for a job opportunity with Amgen in the Bone Health division, but it appears that your company (like all other pharmaceutical companies) is going through layoffs. Would anyone recommend this company and/or division?
 








The layoffs are complete, for now.

You'll be told that low performers were severed, but several high performers were cut as well due to past compliance issues, manager issues and possibly other reasons.

If the territory was left vacant, it tells me that it may be a low performing territory which Amgen has blamed on the specialty rep and the overlay rep and therefore both were cut. Or, maybe both had other issues. It'd be hard to figure out unless you could track down the former rep and find out from them.

Probably the most important factor in selling Prolia is who you are working for. A good manager can make selling Prolia tolerable (at best). A poor manager will make you miserable. That's just about any pharma job, though.
 












Anonymous said:
The layoffs are complete, for now.

You'll be told that low performers were severed, but several high performers were cut as well due to past compliance issues, manager issues and possibly other reasons.

If the territory was left vacant, it tells me that it may be a low performing territory which Amgen has blamed on the specialty rep and the overlay rep and therefore both were cut. Or, maybe both had other issues. It'd be hard to figure out unless you could track down the former rep and find out from them.

Probably the most important factor in selling Prolia is who you are working for. A good manager can make selling Prolia tolerable (at best). A poor manager will make you miserable. That's just about any pharma job, though.
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Since you know everything, what is the reason to cut high performers WITHOUT past compliance issues, manager issues or any other hidden reason? I know several of them.
 








I'm sure you could come up with a number of scenarios which would eliminate good reps with no issues - diversity initiatives, trimming compensation, etc. They are all bullcrap reasons to get rid of good reps, but someone in the home office or with ZS made the decision(s) for whatever reason.
 




To answer the OP question, if this would be a step up for you, and something you are interested in, you should look into it. While many on here are whiners, in my opinion, this has been a great company to work for. Regardless of where you choose to work, do your job well but remember that only you care about what happens to you, so look out for number one while doing your job. You don't owe them anymore than just your best while it is best for you, and if you see a better opportunity, take it. No such thing as a long term relationship anymore in this environment.

To answer the other question regarding good people being let go, who the hell knows. As companies have switched from clear business rules to this new way of using outside companies to tell them what to do, there seems to be a lot of collateral damage. This unfortunately is not specific only to Amgen. I was downsized out of a position with another company because I lived in the wrong zip code...literally one block away from the "right one". I was a two time award winner, and lost my postion to "middle of the pack Jack". (Our compensation was not too drastically different, either) My thoughts are with those who were cut while in their prime, so to speak. Only consolation is those are the ones that are usually snatched up by another company rather quickly, and often times at a better compensation. WIshing them all good luck in the hunt for something bigger and better.
 




Anonymous said:
To answer the OP question, if this would be a step up for you, and something you are interested in, you should look into it. While many on here are whiners, in my opinion, this has been a great company to work for. Regardless of where you choose to work, do your job well but remember that only you care about what happens to you, so look out for number one while doing your job. You don't owe them anymore than just your best while it is best for you, and if you see a better opportunity, take it. No such thing as a long term relationship anymore in this environment.

To answer the other question regarding good people being let go, who the hell knows. As companies have switched from clear business rules to this new way of using outside companies to tell them what to do, there seems to be a lot of collateral damage. This unfortunately is not specific only to Amgen. I was downsized out of a position with another company because I lived in the wrong zip code...literally one block away from the "right one". I was a two time award winner, and lost my postion to "middle of the pack Jack". (Our compensation was not too drastically different, either) My thoughts are with those who were cut while in their prime, so to speak. Only consolation is those are the ones that are usually snatched up by another company rather quickly, and often times at a better compensation. WIshing them all good luck in the hunt for something bigger and better.
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Really people, it shouldn't be too hard to figure out why some got cut-if there were any issues, compliance, mgr, etc. then they were gone. Everyone knows that. You must appear to drink the kool-aid, or at least don't complain about anything if you want to keep your jobs in these downsizings. Period.
 








Beware if you are dropped into a recently recast territory. There has been a constant change over the last few years in the targeting and incentive plans that result in some territories being the dumping ground for unfavorable modeling. When the model is set up wrong the reps consistently underperform and are cut - watch out if you are being offered one of these revolving turnstile spots. If you are unemployed this might be a good choice but do not leave a job where you are a high performer to jump into our "fire" positions. It would be impossible to succeed if you are in these death territories.
 




Anonymous said:
Beware if you are dropped into a recently recast territory. There has been a constant change over the last few years in the targeting and incentive plans that result in some territories being the dumping ground for unfavorable modeling. When the model is set up wrong the reps consistently underperform and are cut - watch out if you are being offered one of these revolving turnstile spots. If you are unemployed this might be a good choice but do not leave a job where you are a high performer to jump into our "fire" positions. It would be impossible to succeed if you are in these death territories.
Click to expand...

sorry you are bitter, because you are a no hitter
do your best, seek success
you stupid runt of the litter
 




Anonymous said:
Beware if you are dropped into a recently recast territory. There has been a constant change over the last few years in the targeting and incentive plans that result in some territories being the dumping ground for unfavorable modeling. When the model is set up wrong the reps consistently underperform and are cut - watch out if you are being offered one of these revolving turnstile spots. If you are unemployed this might be a good choice but do not leave a job where you are a high performer to jump into our "fire" positions. It would be impossible to succeed if you are in these death territories.
Click to expand...

This is pretty accurate. I would ask how much change there has been from semester to semester within the territory you are interested in. And I would ask the reps that work the district some very hard questions before taking one of these positions. Ask them why they think the territory is vacant and why there was nobody to fill it in during the layoffs. You owe it to yourself to have those answers before accepting that job. I would be wary of this company, though. It's far too easy to go from bottom 10% to top and back again with the way the goals are calculated. Especially for some of these more volatile geographies.
 








Anonymous said:
Oh, and don't forget about the first semester of 2013 when 40% of the sales force received no bonus check at all because they came in below 90% to goal.
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The company designs a comp plan to hit their goal. It worked for 2012 and 2013. The question is, can they do it again for 2014?

Why is it hard to understand that "sales" people are paid to hit a goal? It should not be easy! By the way you are complaining, this sliding scale payout should fit you better.
 




Anonymous said:
The company designs a comp plan to hit their goal. It worked for 2012 and 2013. The question is, can they do it again for 2014?

Why is it hard to understand that "sales" people are paid to hit a goal? It should not be easy! By the way you are complaining, this sliding scale payout should fit you better.
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Bullshit! You are clearly not from field sales. The way Amgen consistently designed it's comp plan is to reward high performers first semester and punish them for doing well by rewarding the bottom half for 2nd semester. Perhaps this makes sense for Amgen but if this was my company, I would consistently reward people based on who generates the most $$ and creating most value to share holders.
 




Anonymous said:
Bullshit! You are clearly not from field sales. The way Amgen consistently designed it's comp plan is to reward high performers first semester and punish them for doing well by rewarding the bottom half for 2nd semester. Perhaps this makes sense for Amgen but if this was my company, I would consistently reward people based on who generates the most $$ and creating most value to share holders.
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This would be fine if all geographies were the same in terms of access and potential. But they are not. You would reward people based on where they live? Neither is a good system. Sales Ops needs to get their heads out of their asses and learn how to come up with data that generates meaningful goals (it exists, but requires a measure of intellect I have yet to see from our brilliant company thus far).
 








Anonymous said:
This is pretty accurate. I would ask how much change there has been from semester to semester within the territory you are interested in. And I would ask the reps that work the district some very hard questions before taking one of these positions. Ask them why they think the territory is vacant and why there was nobody to fill it in during the layoffs. You owe it to yourself to have those answers before accepting that job. I would be wary of this company, though. It's far too easy to go from bottom 10% to top and back again with the way the goals are calculated. Especially for some of these more volatile geographies.
Click to expand...

Get a clue, it is not just Amgen. You are in a sales role, and if you don't produce, no matter what the company you will be gone. I am an oncology rep and three people were let go along with the manager. I met with the remaining rep, and she showed me the COMBINED sales of all the territories and it is 1/4 of what I bring in for revenue for one of my three products. It is business, there were too many people for not enough return.
 




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