Phathom

Quote






anonymous said:
Dear Martin,
Can you reach your goal without a sales force? Half a sales force? Let’s break this down in approximations

Phathom Sales Reps
15%: - receive a decent bonus, concerned
about health of Phathom, stock
concerns, top reps moved to A
segment yet in a smaller city, concept
of teammates & friends on PIP’s
detracting from Phathom culture,
reconsidering choice to join Phathom

10% Left Phathom voluntarily, stock
volatility, culture not what they were
sold on, treated better elsewhere,
lack of bonus incentive

30% of salesforce placed on PIPs, no
forewarning, no prior documented
issues, reps fired (loss of benefits
end of month, no pay beyond day of
firing) managers fired, PIPs extended,
culture of high stress and fear,
maintenance of national average that
Phathom doesn't share, PIP reps
judged by FIA data which is withheld,
low stock prices, concern about health
of company, bonus is 50% less

45% watching their teammates get chewed
up and spit out, bonus is 50% less than
target, fear of PIPs spills over to this
group, high stress, leadership by fear,
poor culture, feeling that Phathom
didn’t invest in their people

Plus a multitude of elephants in the room:
- no FIA data leaves reps at a LOSS when
other companies provide FIA
- low lunch budgets
- inability to tackle new writers early/ no data
- no knowledge of % fill rate from Blink Rx
- time spent on dinners where MD attendance
tends to be scarce
- managers ill equipped to assist reps
- “Coachibility” contradicts the 30% on PIPS
- recruiters hearing about poor culture
- reps turning down job offers
- 30 + open territories= bad look for new
company
- coverage issues
- stock at all time 5 year low
- tied to Blink RX yet no pull through data
- Orange book concerns / lack of answers
- Bankruptcy concerns/ cash runway
- RX’s sit at Blink without being filled
- Phathom doesn’t receive ALL RX data

If these areas of concern aren’t addressed,
you will have a dying sales force, recruiters
that can’t fill open positions, reps that
won’t accept new offers, and a culture that
no one wants to be a part of.

Then, there is no way you can sell Voquezna.

Start addressing what matters, your people.
Create a bonus structure that is fun & motivating, STOP the PIPS and invest in your people, create the culture we were originally sold on. Do not cut people lose and end their family benefits a week later, start rep focus
groups to thwart issues, start communicating
from the top.

Be who you said you were going to be..
Otherwise this sales force will collapse.
Click to expand...
Don't worry the word is out there. Nobody wants to work here. I was contacted by a recruiter and after visiting this site I will not move forward in the process. I don't need this mess in my life.
 






anonymous said:
Dear Martin,
Can you reach your goal without a sales force? Half a sales force? Let’s break this down in approximations

Phathom Sales Reps
15%: - receive a decent bonus, concerned
about health of Phathom, stock
concerns, top reps moved to A
segment yet in a smaller city, concept
of teammates & friends on PIP’s
detracting from Phathom culture,
reconsidering choice to join Phathom

10% Left Phathom voluntarily, stock
volatility, culture not what they were
sold on, treated better elsewhere,
lack of bonus incentive

30% of salesforce placed on PIPs, no
forewarning, no prior documented
issues, reps fired (loss of benefits
end of month, no pay beyond day of
firing) managers fired, PIPs extended,
culture of high stress and fear,
maintenance of national average that
Phathom doesn't share, PIP reps
judged by FIA data which is withheld,
low stock prices, concern about health
of company, bonus is 50% less

45% watching their teammates get chewed
up and spit out, bonus is 50% less than
target, fear of PIPs spills over to this
group, high stress, leadership by fear,
poor culture, feeling that Phathom
didn’t invest in their people

Plus a multitude of elephants in the room:
- no FIA data leaves reps at a LOSS when
other companies provide FIA
- low lunch budgets
- inability to tackle new writers early/ no data
- no knowledge of % fill rate from Blink Rx
- time spent on dinners where MD attendance
tends to be scarce
- managers ill equipped to assist reps
- “Coachibility” contradicts the 30% on PIPS
- recruiters hearing about poor culture
- reps turning down job offers
- 30 + open territories= bad look for new
company
- coverage issues
- stock at all time 5 year low
- tied to Blink RX yet no pull through data
- Orange book concerns / lack of answers
- Bankruptcy concerns/ cash runway
- RX’s sit at Blink without being filled
- Phathom doesn’t receive ALL RX data

If these areas of concern aren’t addressed,
you will have a dying sales force, recruiters
that can’t fill open positions, reps that
won’t accept new offers, and a culture that
no one wants to be a part of.

Then, there is no way you can sell Voquezna.

Start addressing what matters, your people.
Create a bonus structure that is fun & motivating, STOP the PIPS and invest in your people, create the culture we were originally sold on. Do not cut people lose and end their family benefits a week later, start rep focus
groups to thwart issues, start communicating
from the top.

Be who you said you were going to be..
Otherwise this sales force will collapse.
Click to expand...
Data collection is critical to culture. Ron knew this and spent much of his time running down data, sending James all over the country to acquire it with the end result being reps didn't worry about credit - they knew they were getting about 98% of all factory sales and spent most of their time hustling, driving sales. Big Pharma goons don't understand it. Should have hired Ron.
 






























The word is definitely out. I was contacted by an investment company wanting to discuss how the launch was with previous Phathom employees. I will definitely be telling them all the information they want to know. Phathom fired me without a severance therefore did not make me sign an NDA. If they did not have a bunch of morons running this company they should’ve at least made me sign NDA and given a severance and I would’ve legally been required to keep my mouth shut. Investors are very well aware of what’s going on and digging .
 






anonymous said:
The word is definitely out. I was contacted by an investment company wanting to discuss how the launch was with previous Phathom employees. I will definitely be telling them all the information they want to know. Phathom fired me without a severance therefore did not make me sign an NDA. If they did not have a bunch of morons running this company they should’ve at least made me sign NDA and given a severance and I would’ve legally been required to keep my mouth shut. Investors are very well aware of what’s going on and digging .
Click to expand...
I too was contacted by an investment firm last week. It is clear they are broadening their perspective beyond Terrie and Martin’s quarterly updates.
Because Phathom gave no severance package w NDA, I am free to tell them about the shitshow. Believe me I am. Loyalty is earned.
 






anonymous said:
The word is definitely out. I was contacted by an investment company wanting to discuss how the launch was with previous Phathom employees. I will definitely be telling them all the information they want to know. Phathom fired me without a severance therefore did not make me sign an NDA. If they did not have a bunch of morons running this company they should’ve at least made me sign NDA and given a severance and I would’ve legally been required to keep my mouth shut. Investors are very well aware of what’s going on and digging .
Click to expand...
You did sign an NDA when you joined. Might want to look back at your new hire documentation. best of luck with your future lawsuit!!
 






I did check new hire documentation and it is only limited to while you are employed and there is a limitation on that as well. You’re talking about a company that did not even drug test their employees and they can’t even get the language right with the orange book on their patent. You really think they covered NDA after employment. They can’t silence you after you’ve been employed. This is why most companies have you sign in NDA with a severance so that you cannot discuss anything after employment.
 






anonymous said:
I did check new hire documentation and it is only limited to while you are employed and there is a limitation on that as well. You’re talking about a company that did not even drug test their employees and they can’t even get the language right with the orange book on their patent. You really think they covered NDA after employment. They can’t silence you after you’ve been employed. This is why most companies have you sign in NDA with a severance so that you cannot discuss anything after employment.
Click to expand...
Please do share what you do for a living? Think of something really good you sorry feck stick.
 






anonymous said:
Please do share what you do for a living? Think of something really good you sorry feck stick.
Click to expand...
What I do for a living? I worked for Phathom up until January. I got on a pip in October like 30 other employees got laid off 1 January like the other employees there’s a POA in a couple of weeks. Trust me I was a previous employee. You’re just upset because you work for a loser company with awesome stock and you know. Now go analyze your Blink Rx data and figure out which segment you are in this year.
 






anonymous said:
What I do for a living? I worked for Phathom up until January. I got on a pip in October like 30 other employees got laid off 1 January like the other employees there’s a POA in a couple of weeks. Trust me I was a previous employee. You’re just upset because you work for a loser company with awesome stock and you know. Now go analyze your Blink Rx data and figure out which segment you are in this year.
Click to expand...
For any job, once you are on a PIP, the chances you’ll get back into good standing are remote… like less than 15%. It’s basically a company’s way to ‘coach out’ those that don’t mesh well and are causing disruption or those they deem chronic underperformers.
 












Yes, those that were let go on the pips are gone and then other pips got extended and more put on them. But don’t worry your new coachability tool will help you guys out. I’m sure Phathom hired tenured and great reps, but are treating them like they’re under performers. Everybody needs to keep in mind the CEO of this company can’t even get the language right on the patent. This place is a joke. It has maybe a year left
 






anonymous said:
What I do for a living? I worked for Phathom up until January. I got on a pip in October like 30 other employees got laid off 1 January like the other employees there’s a POA in a couple of weeks. Trust me I was a previous employee. You’re just upset because you work for a loser company with awesome stock and you know. Now go analyze your Blink Rx data and figure out which segment you are in this year.
Click to expand...
You worked for phathom isn't an adequate answer. What did you do at phathom?
 






anonymous said:
Yes, those that were let go on the pips are gone and then other pips got extended and more put on them. But don’t worry your new coachability tool will help you guys out. I’m sure Phathom hired tenured and great reps, but are treating them like they’re under performers. Everybody needs to keep in mind the CEO of this company can’t even get the language right on the patent. This place is a joke. It has maybe a year left
Click to expand...
THIS ! Phathom is a horrible place run by an incompetent group of so called “leaders”. In a launch, the sales force is your golden ticket. You can’t send a self massage tool and a bottle of champagne and then PIP everyone!!
I mean, you can, but LOSING is all that will happen for everyone.
 






anonymous said:
You worked for phathom isn't an adequate answer. What did you do at phathom?
Click to expand...
Those placed on PIPs are Phathom sales representatives. This person is a rep. It would actually be helpful if the “leadership” team was on here, because then they might have a clue!

Feel free to print out all these chats and share with Terrie Curran & Co!
 












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