Pluspunten
Great people to work with and for. They are pretty ambitious which means there is a lot of opportunity to gain new experience.
Minpunten
They aren't as organized as they should be for the size of the company. All though most people at the company are pretty good at communicating, you'll find yourself having to coordinate the vast majority of decision-making conversations.
Pluspunten
The leadership team sets a clear vision and communicates it with transparency and confidence. They don’t just manage—they inspire, creating an environment where people feel trusted and empowered. Innovation is encouraged at every level. New ideas are welcomed, tested, and often implemented, which makes the workplace feel dynamic and future‑focused. There’s a strong emphasis on professional growth. Leaders actively encourage employees to stretch beyond their comfort zones, offering guidance and support along the way. Collaboration is valued, and cross‑functional teams are given the space to experiment and succeed together.
Minpunten
As with any fast‑moving, innovative environment, priorities can shift quickly. It requires adaptability, but the upside is constant learning
Pluspunten
-Competitive pay and benefits. -Strong opportunity to build relationships with retail partners and business leaders. -High level of autonomy in managing your territory and daily priorities. -Fast-paced environment that rewards initiative and self-motivation. -Ability to make a measurable impact on sales performance and business growth. -Exposure to multiple business functions, including sales, training, coaching, and account management. -Talented and hardworking colleagues at the field level. -Flexible schedule compared to many traditional retail and sales positions.
Minpunten
-Onboarding and training lacked structure and consistency, requiring employees to figure out many processes on their own. -Communication between leadership and field teams could be improved. -Frequent organizational changes often created uncertainty and shifting priorities. -Career advancement opportunities did not always appear to be based solely on performance. -Perceived favoritism among upper leadership negatively impacted morale and employee trust. -Expectations and workload could vary significantly depending on territory and leadership. -Limited transparency regarding promotion decisions and succession planning. -Field feedback was not always acknowledged or acted upon by leadership. -Success often depended on navigating internal relationships in addition to delivering strong business results.