jefe de tienda

assistant store manager

store manager

sales manager

jefe de ventas

Acima Leasing

The Turnover here is tremendous and they have no concern on how that effects them from their relationships with their merchants or how it effects anybody else. In fact they aren't even clued in on how that even effects them long term. They brag about how only 1 in 4 sales people make it here so that should tell you something. Its not telling them a thing because anyone with a little bit of knowledge knows that those retention numbers are the worst in the history of the finance world. They have a care less approach and will threaten you from day one about if you don't hit your numbers by month two youre outta here. Now lets dig into that for a minute. A rep in a small market has the same quota as a rep in a large one. Meaning New York City has the exact same quota as Cincinnati or Nashville. Think about that for a minute.. a population of 10 million has the same quota as a population of 300,000.Yep...Absurd. See in the beginning 5 years ago when they started the numbers were easy for everyone to hit. Because they were all new markets and haven't been combed over. Let me explain how that works because all they are doing is collecting merchants and the minute you don't hit goodbye no commission to you or the next guy or girl bc they wont make it either. The issue is that every rep that hits any territory is working from ground zero. You don't work any of their exsisting accounts for growth you have to sign up all new ones and they keep all exsisting. So in other words they know most will fail in the short term and they keep your accounts you generate with very little investment in you This is the biggest croc Ive ever seen in my 25 years of sales. The numbers are as follows …..you must have 6 new signups and something called first leases which means you must have 4 first leases on month one. So out of the 6 you sign four must produce right away and if not that's a fail. Then it goes from 5 to 20 then 35 then 55 then 75 then 100, 125, 150, 175, 200 and on and on. almost a 200% increase month in and month out in the beginning then its settles in at a whooping 25% increase. The thing is most don't make it past 4 months because these small markets cant handle that volume in that short of time. They don't have the populations to do so. Simple math right? Not for them.....they must lack knowledge in that dept. They have no investment in you so they could care less. No training cost...no supply cost...no cell costs...no NOTHING. They don't pay to train you....they don't issue you a computer...they want you to use all your on things and give you a measly 400 dollar pre tax for miles and wear and tear on your car...cell phone computer and anything else you may need for this job. Instead of having an industry standard approach that works aka take over all our accounts in this region...grow the exsisting so we don't lose to a competitior and insert new merchants along the way and get them producing...they want you to go out and grab all new while the exsisting have no support from a rep whatsoever...hence why they are losing major lease volume daily....SNAP reps are stealing these accounts and they have no idea why production has dropped in fact they wont even admit that it is. Multiple people before me and myself have tried to tell them this to no avail. Ive been a very successful rep my whole life, have worked multiple states and have always been in the tops of production and this company is trying to tell me my failures were bc im not cut out to make it. I just laughed and said youre clueless about almost everything in this business. This review isn't coming from a mad ex employee. It was a relief to get out of there but it is coming as a warning to anyone thinking about working here in a sales role. Take it from a 25 years seasoned vet. STAY AWAY!!!!!!

-Free snacks(Now common in all companies)
-Flexible Shifts
-Okay Pay(which can change/cut monthly)

Unstable Work/Pay
-They literally have changed the commission structure 3 times from the time I worked there which was a little less than a year
-Mutiple supervisors and agents left due to pay cuts because the commission structure changed to cut pay. So that management can get paid more.
-QA is not fully built and has no structure but yet they will still hold your score against you and take money out your pocket
-They will give you updates on policies, attendance, guidelines, etc. the end of the month and say it has been in effect the beginning of the month

Bad management 
-Literally was told everyone is replaceable
-They will give you updates on policies, attendance, guidelines, etc. the end of the month and say it has been in effect the beginning of the month
-Worked here a little less than a year and they have got rid of the manager, got a new operations manager, multiple supervisors leave, or change to be agents instead, and then back to supervisors after the other supervisors quit.
-Hidden agendas, probably one reason why supervisors leave. Not transparent with their employees.

No morals or culture or values
-Being told everyone is replaceable(does not make you feel valued)
-Told in a meeting they are getting too packed with people and now will be sharing desks so take your things home 
 -Super cluttered and unorganized building 
-If you dont have anything in common with management or if you do not kiss up to them your job is at risk even if you hit above numbers and are a great worker
-People that worked there for a few years were below me in stats and money yet they get special treatment due to kissing up or being older to relate to the older management.
-Brag about ping pong tournaments, yet they got rid of it
-Micro management to the extreme, will literally do nothing but try to make your life stressful. The dialer is automatic, calls come in all day every second of the day, if you do not say hello within a few seconds every single call(hundreds of voicemails daily) your job is at risk even if it's a voicemail and you hit above numbers and show up on time. 
-Have fired multiple people with no good reason, was friends with people that got fired for no reason as well. When I say your job is at risk and management has hidden agendas I'm not lying. basically trying to find very little things to fire someone they dont like or does not kiss up. 
-Fool and ly to new hires and also customers that they are a great company with morals and culture just to find out it's the opposite. Just look a their leases.

My experience with Acima Leasing as an Assistant Manager was unfortunately brief due to significant onboarding and organizational challenges.

On my first day, I was asked to leave by lunchtime because the manager who was scheduled to train me had an emergency. I was told not to return that day. Shortly afterward, I was instructed to travel from Cordova, Tennessee to Southaven, Mississippi for training, which was a considerable commute adjustment with little notice. I complied and later returned to train with another assistant manager.

While I initially believed things would improve, the training process felt unstructured and inconsistent. I did not receive comprehensive hands-on training for the role, and there appeared to be limited organization within the location. Additionally, I experienced a delay of approximately a week and a half before receiving access to the LMS system, which made it difficult to properly learn and perform required responsibilities.

I was guaranteed 40 hours per week; however, this was not consistently honored. When the Assistant Manager left early, I was required to leave as well, while she was able to take work home to complete her hours — an option that was not extended to me. This created inconsistency in scheduling and expectations.

I raised my concerns with the district manager in hopes of improving the situation, but I did not feel that my concerns were addressed in a constructive manner.

Ultimately, after two weeks of employment, I chose to leave due to a lack of structured training, organization, and leadership support.

For anyone considering this location, I would recommend asking detailed questions about onboarding, scheduling expectations, and system access before accepting the position

Meeting customers and working with the store staff was a highlight, but the reality was tough. Policies, especially attendance, were unclear. One major issue was that the attendance policy was never clearly communicated. There was a large disconnect between Acima and Levin. I was never told that Levin's attendance point system applied to me (I was always reminded that I am not a Levin employee), so I was caught off guard when it was used as a reason for my termination. 

My training was rushed due to constant IT issues and I was expected to master everything fast. When I faced illness, grief from my father's passing, and even a winter storm preventing me from coming in, I communicated early, but no warnings were given, just termination. My district manager showed no empathy and only focused on attendance, with no recognition of the personal impact.

I worked consistently to generate leads and set appointments for the store, but despite my efforts, I was treated like just another cog. No flexibility, no consideration for my results, and no real support. I was asked to make delinquency calls for a direct competitor of the vendor we were supposed to represent, which put me in an uncomfortable position. This not only created a major conflict of interest, but it also undermined the work we were doing for the vendor. Overall, the culture felt cold and purely corporate, leaving no room for personal connection.

If you work here, expect little to no flexibility, strict consequences, and be ready to catch on at a rapid pace. 

I worked hard, a top collector due to commission was great when you worked for it. Helped other associates to become high collectors and helped with the teams I was on. I did all i could and took in all the great criticism to help improve my performance. 

However, I was blind-sided, and they let me go. Said i was no longer fit for the position. When they let me go i was a top performer. Last month management said they will look into a promotion. Broken promises and they do tend to take sides with those they like. 

It's not "What You Know, It's Who You Know". I didn't really understand why they let me go until i received text messages from the same associate who told them false accusations about me. This associate spoke ill of me to management and this same associate they believed texted me the next week about it. Poured Salt into a wound.

I truly do wish they did not side with the other associate so quickly because they would have known the facts and not go off of the intimidating looks.  

They did not want to bother to know what happened on my personal time. It's all about WHO you know. I honestly wished they knew what truly happened but when you are born with intimidating looks others use that to their advantage.   

Acima Credit is biased with employees who do try to advance in the company and those that cause drama. The management loves and lives in the "he said she said drama".

There are a few areas that need to be fixed in the ASM roles.  For example.  There is NO reason why an ASM in a small market city with 1/10 the population of a city such as Los Angeles or a large one in texas should EVER have the same lease goals.  There is a huge difference between 3 million people versus 250k  Its Mathematically  impossible in the short amount of time they give you to obtain the numbers.  Its 2 months or youre fired and they remind you constantly of that.  So they will be turning and burning Area Sales Managers unless they fix this and this rating will continue to shrink and hurt their ability to obtain quality sales people.  You start from scratch when you take this role so you must go out and find customers not service any that already sold in the area so any good veteran sales person knows it takes time to establish relationships with new customers and getting them out of their comfort zone to convert into using Acima.  They don't seem to realize this.  Maybe it is the intention to pay someone in short intervals to land new accounts and then let them go and have their inside sales team work to convert them at a much lesser cost.  Not sure....but that is a not a good approach considering those merchants sold by the previous rep usually come aboard because they like the person who originally spoke with them so letting them go is going to cause stagnant results

I was excited for this job when I first started, decent pay, and provide good food and snacks. Nice and ventilated building to work in. They have an office gym. Overtime I got burned out pretty quick and these are all the reasons why. The work environment wasn’t great, management team had unrealistic goals and skills to be met by each agent. Recently they let go of 40 people. I worked in the resolutions department and everything seemed very robotic and there were unclear rules and policies to follow with no reason why. Many things I was told to tell the customers on the phone did not seem right or even legal some of the times. It is a rigged and new company that doesn’t really know how to do business because it is so new. It seems like there are more problems with the company than positives. Very few times I got a call saying a customer loved this company. Benefits are good but paid time off is terrible. You don’t get almost anytime off within the first 6 months. LOA basically takes away your paid vacation time if you want to be paid, there just is no good balance between work and normal life. There isn’t even a good goal or motto to go by in this company. Good pay, good co-workers, great training program which is what got me so excited, but bad work environment overall and you will most likely get burned out really easily.  

After the initial interview done by a recruiter over the phone they had us do a speed test. Once everything clears they will pay for you to fly to Utah and pay for your hotel. Training is only a week which is not enough time to learn everything. There are so many rules and regulations that you really stress yourself out. Management sucks and doesnt even know what they are talking about half of the time. I get wrong answers from them all the time. Communication is not great. We all chose a set schedule and they wanted to change it to whatever they want just to get you out the door. They do provide the laptop and a monitor but there was major tech issues when getting home. It’s honestly just a fake it until you make it kind of job. Really wish training was longer so we can ensure we are doing our jobs correctly. We were told by management and others that they didn’t get trained when they started they were just threw on the phones. That was way back in 2014. It’s 2021 it’s time to extend training so your agents are more informed of everything to make sure we are doing the right thing. They micro manage you so much that you want to quit. Oh and errors and qa issues are docked as soon as you take your first call. Can only miss 1 day in 45 day period or you are fired. 

Overall, the industry is shady in itself. You won't be proud of the work you're doing at all. It's one step better than payday loans. They suck you in saying you'll have a decent salary to start, then earn tons of commission, then have opportunity. First off, there's no advancement, occasionally because they fire and go through so many employees in the sales department a more tenured sales rep may be moved to a manager role but besides that you'll either be a sales rep making the base, or you'll ramp up and make decent money still knowing you could get cut at any time if you miss one goal or metric. Second, the goals don't deviate by region or city/state. So if you're in Kansas, you'll have the same goals as the rep in somewhere like Los Angeles. This makes no sense for multiple reasons. Size of the territories and population. Also, general economics. Somewhere like for instance Kansas City, doesn't have as many prospective customers for this low end finance as a place like LA or Phoenix, etc. Those places were all killed during the recession and have way more swaths of lower economic levels to pull customers from. Due to these goals not adjusting, when they go into a market that's not a major city, expect them to use you to just get accounts then move on. They have terrible turnover and are known for it. Even the low-end competitors in the industry know the reputation the CEO has and that the company is run by greed.

You'll need  'em !
After three days of training with another-man-trainer-creep-man with 
unsolicited advances, we were released onto the call center floor. Before I was even able to punch in properly due to not having the credentials set up, I was taken into my new managers office to be warned. From the get go , it was off to a bad start and the red flags started flappin' in the wind. Later, structure changed so rapidly we couldn't keep up and were penalized for not following rules that were never established. Micro managed to the point of exhaustion I wasn't even able to refill my water bottle, leave for a break to the restroom, etc... The time clock managers watched your every move and would message you publicly in the public chat to discipline you. Why ? This is not humane. Please avoid. Not worth it.

In call centers  I love what I do helping people. The toxic environment at Acima destroyed that passion. Their QA structure is ridiculous and impossible. It is biased to a point of continuous failure. The workload was impossible to tackle. There is a definite  theme not being able to progress in this company. They want to  kick you while you're down and keep you there. 

I've never been treated so horribly by management in my career.The inexperienced management I had to work under spoke volumes, without any resolve. Disorganized chaos, zero professionalism. The End.

Top Job Titles	Average Salary
Jefe de tienda 409 salaries reported	$15.96 per hour
Assistant store manager 378 salaries reported	$15.83 per hour
Store manager 175 salaries reported	$46,526 per year
Sales manager 108 salaries reported	$20.52 per hour
Jefe de ventas 109 salaries reported	$20.60 per hour

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