Pluspunten
- I show up and I get paid - Easiest job I have ever had - My team is pretty cool - The office isn't too bad, i like the fun vibes I am honestly so burnt out on tech CEOs, having worked directly beneath several at small start ups and experiencing the nonstop extreme reactive/emotional management style, disproportionate egos and grown up sized temper tantrums. I think a part of me subconsciously did not want to like Henry Schuck, or assumed I wouldn't. But he's a pretty cool dude. I admire his level headed approach to leading, the culture he is cultivating here, the top-down approach, and that he is more involved (As a $1B+ business owner) in his day to day operations than CEO's i've seen running $2.5M/Year companies. He doesn't gatekeep his success and places a lot of emphasis on employee happiness and growth... The culture, team and underlying values are undoubtedly what has made zoominfo what it is, which makes it feel even better to be a part of.
Minpunten
- To avoid ending up in a sales bro environment, you have to REALLY interview your manager!! I cannot recommend this enough. I was very very familiar with ZI and knew what I was getting myself into as far as the "bro" culture here, but my manager is very down to earth, not an aggressive/d0uchey sales type and that's just how I like it. You won't find that with 70% of the new biz/SDR org, but having the right team and leader makes it so easy to drown out the new business/inbound noise. - After signing an offer with a base salary, I was contacted a week before my start date and asked to sign a new offer that took away my unlimited PTO and traded my salary for an hourly wage - I have referred two senior Account Execs to the TA team here and both were ghosted after interviewing once or twice. I honestly don't love the talent organization here, I have a background in recruiting and I just honestly would pay good money to get into our internal talent processes and overhaul the entire talent function here when it comes to a lot of the staff, the processes and tech stack. I don't feel the talent team here is held to the same standard of performance as the sales org, but if it were... This company would be one step closer to unstoppable. - Severe lack of alignment in priorities between AE's and SDRs creates an immense amount of unnecessary hostility. Don't just take my word for it, ask literally any SDR. Most of the inbound folks haven't finished developing their pre-frontal cortex yet, so they might say "Yeah my AE is a d!*k," but like I said.. What is actually happening is that there needs to be incentive for the SDR-AE relationship to be one of support and mentorship rather than AE verifying or approving of SDR work. I understand at an organizational level why it makes sense for the process and structure to exist as it is... But I also have seen the SDR-AE relationship work with much less friction in other companies. It is possible. - There are a large amount of people here who fly under the radar either underperforming or treating others poorly.
