Things to consider before taking a job here

[anonymous]

Yes, but have you tried to employ the "sit and fit" model? This can leads to large amounts of orders and helps structure your time.

 

[anonymous]

Yes, but have you tried to employ the "sit and fit" model? This can leads to large amounts of orders and helps structure your time.

The sit and fit has worked like a charm. It's like printing money and my efficiency has never been better.

 

[anonymous]

I heard Marketing will be putting together some slides on this practice. I think they were waiting until the firebrand controversy was over.

 

[anonymous]

I heard Marketing will be putting together some slides on this practice. I think they were waiting until the firebrand controversy was over.

What is Sam Nation is a sit and fit?

 

[anonymous]

It's a firebrand method but has outlasted these sodomites.

 

[anonymous]

The sodomites aren't gone my friend, just regrouping

 

[anonymous]

Just when you thought the company hit rock bottom, I heard the turnover percentage has increasing even more. Are we at 50% now? If this continues every med rep in the industry will have worked at Zoll. Hard to find any more pharma reps that will take this job. Forget even trying to go after successful med device reps anymore either. May have to start considering veterinary sales reps and managers.

 

[anonymous]

Top reasons for the highest turnover rate in the industry:

-Quota system and growth percentage is not realistic
-Regional markets differ. Not all territories are created equally nor do they have equal opportunity, but every territory gets the same quota growth every 2 weeks. That worked 5 years ago, perhaps time for a change? Definition for insanity is?
-Stubborn engineers in sales ops that don't know when to change course.
-VPs have no power to change the mindset of senior leadership. The one great leader that tried got fired. The next one lasted 2 months unitl he figured out he really didn't have the power to change anything.
-ADs have little power despite their willingness to create change. Some are too scared to push and just roll shit downhill and create more micro-management.
-Expense report system is the worst in the industry. TMs have to finance the company at the mercy of accounts payable making our lives miserable waiting to get the $5k credit card bills paid. Why don't they reimbursing us for the interest? RMs want more activities, but why should we carry the interest charges while there are so many delays and hoops you have to jump through?
-The field cannot control revenue. We bring the order growth and everything else is out of our control.
-Negative adjustments
-Skeleton crew of managed care reps
-Exception team and billing processes that negatively impact the field's ability to book revenue. We are paid on revenue which is the one thing we cannot control.
-Intake woes
-Marketing dept that does nothing other than a vacation planner to keep track of physician vacation schedule. Brilliant group!
-Crappy honorarium fee for speakers
-no real vacation. If you can actually afford a vacation working here, how can you actually go away and let your territory crash while you're enjoying family time?
- I can go on and on, but you get the piont. This place is terrible. Don't come here.

And it's getting worse!

 

[anonymous]

Every bit of this is correct. Ask these questions in your interview!

 

[anonymous]

Every bit of this is correct. Ask these questions in your interview!

Ask questions about the sit n fit?

 

[anonymous]

If you are considering a job at Zoll don't take it until you've done the following.

1. Call any rep on LinkedIn that worked for Zoll and ask the below questions.

2. Call the specific rep that had the territory before you. (and likely the 2-3 others before them.) Ask the same questions, including why they left.

3. Read Cafe Pharma. Note the consistent and detailed records of Zoll's problems documented by reps and managers.

4. During your interview, ask the below questions of the hiring manager and make a point to WRITE THEM DOWN in detail. Make sure they see you writing down their answers.

____________________________
Questions:
- How often will my goal go up?
- If I meet my annual goal, will I be punished by an even higher goal the following year?
- Which of my sales will I get credit for? What % will go unpaid? Once I'm given credit for a sale, can it be taken away?
- Am I on call during holidays, vacations, sick days, etc.?
- How many years until my 401k vests?
- What percentage of reps are making goal?
- What is the turnover rate?
- What is the average tenure of people in my position?
- (For managers) If my reps go on maternity leave, medical leave, or quit, does my sales goal get adjusted down to account for that?
- If my territory is split, will my growth rate requirement be reduced?
- If a tenured employee with continued good performance begins to not be able to keep up with the growth rate, what happens?
- If processing delays on Zoll's end delays discharge for a patient and they have to stay in the hospital an extra day, is there any recourse for the patient or doctor?
- What turnaround time does Zoll guarantee for patient fittings?
- What process for feedback is in place for the field? Is feedback from the field incorporated? If so, how quickly?
- If a patient's insurance doesn't cover the Lifevest, will the patient get a big bill?
- How many TMs or RMs have been in my territory over the last 5 years?

This is awesome. Very helpful, thank you.

 

[anonymous]

This is awesome. Very helpful, thank you.

Yes, thank you. i am passing too. This organization is too risky.

 

[anonymous]

Ask questions about the sit n fit?

What the F is a sit n fit

 

[anonymous]

What the F is a sit n fit

I was never told we had to work at all hours 24/7 for a crappy salary and horrible quota system. You can't make any money here beyond 4-6 months. I was never told you cannot control revenue bookings. I was never told that's how we are paid. I was never told about negative adjustments. I was never told how the yearly quotas are determined based on 6 weeks leading up to fiscal year change.

If you can live off your base salary, go for it. If you survive the firing squad after 6-12 months of not making their crazy quota, you deserve a medal. If you don't mind the constant aggravation about revenue and micromanagement, then you belong here.

 

[anonymous]

I was never told we had to work at all hours 24/7 for a crappy salary and horrible quota system. You can't make any money here beyond 4-6 months. I was never told you cannot control revenue bookings. I was never told that's how we are paid. I was never told about negative adjustments. I was never told how the yearly quotas are determined based on 6 weeks leading up to fiscal year change.

If you can live off your base salary, go for it. If you survive the firing squad after 6-12 months of not making their crazy quota, you deserve a medal. If you don't mind the constant aggravation about revenue and micromanagement, then you belong here.

What percentage of time do TMs and RMs spend tracking down unbooked revenue? How much time is wasted trying to determine why revenue has not booked? As our quota grows, so does the number of claims not booked and negative adjustments. What a nightmare trying to get paid.

 

[anonymous]

What percentage of time do TMs and RMs spend tracking down unbooked revenue? How much time is wasted trying to determine why revenue has not booked? As our quota grows, so does the number of claims not booked and negative adjustments. What a nightmare trying to get paid.

About 50% of my time is spent tracking revenue. That number increases to 100% towards the end of each segment.