inside sales representative

infrastructure engineer

sales representative

senior product manager

payroll accountant

Angi

Honestly the one positive I can take from my experience at this job is that I now know what a poor company looks like. For starters you’re given a script before entering a training class with roughly 27 other people in my group and 100 total for 4 weeks where you’re taught and encouraged to memorize the script piece by piece. The entire thing was roughly 3 pages front and back. The trainers always said that with time you’d be able to ‘make the script your own’ but if you say one part out of place from the script you’ll get the passive aggressive “great work man! But just remember you’re not supposed to mention that just yet!” The structure of the script is supposed to remain the same and you can maybe change some small words around. As far as the culture goes, unless you meet your quota, not only is your job threatened with corrective action plans (cap) as well as other plans immediately, upper management members and older team members could care less about your struggle because they’ll get 5 new people on the team in a month that’ll do the same thing you did so it’s really just bs when you’re told “you know man, the struggle is real for you right now and I can see that, but in 6 months you’ll be so much further than you are.” I heard that so many times and the funny thing is, is that by the time that 6 months does pass you’ll still be saying the exact same script to the exact same people since contractors return to your pipeline on a 2 week cycle. Yes, that’s right, you will get back the same leads of the people that have nicely tried telling reps no months ago but now since they haven’t screamed “put my number on the do not call list!” They’re getting a 6th call with the exact same pitch, in roughly 2 months. It’s understandable why contractors aren’t such a fan of this brand since reps try to cram this product down their throats and beg for their credit card at the end of each call by guilt tripping contractors to give them their money. Even if a contractor has said no thank you several times and has expressed no interest, reps are taught to interrupt, talk over, and manipulate contractors into purchasing the service by repeating different parts of the script. The sales process is exactly that, a process, it takes time to cultivate a professional relationship with a business no matter what you’re selling. At Angi leads you’re taught to close a contractor on the first call. After the sale is made reps and managers alike don’t care about the person they just sold. It’s not actually about growing the contractor’s business since even in training customer retention strategies weren’t even taught. This leaves contractors feeling confused and angry after having just dropped $300 with either no one, or someone a week later reaching out. Therefore, most contractors cancel within their first month since their sense of trust with Angi was lost the second they gave their credit card info. I know that I am not the only one that felt this way since in 7 months I was just 2 of 27 in my training class remaining which I don’t think was a coincidence. Also, 6 people on my team left during my tenure with reasons ranging from they were quitting to being unable to perform. In that same time I would say about 7 or 8 people joined. There were another 100 people or so added to the company each month I was there. And finally I know this company is poorly viewed by its clientele since they are called once every 2 weeks and being presented the exact same information they said no to last time, but by a different person.   

The job seems great when you are in training, but that's where it stops. The training program is scheduled to last at most 6 weeks, however you can graduate the program early by making 3 sales, if you do so in 4 weeks or less you will receive bonus pay. Unfortunately the shine of this job wears off as soon as you hit the "sales floor," training is inadequate in preparing you for anything other than calling and making the sale. So much of your success at this company is based upon things you received no training on. Retention is never mentioned in training, not once, but after your 12th week in the company your client retention effects your pay. When I asked how to improve my retention, the answer was "make more sales." Almost any question you ask about this and keeping your contractors happy, not that they care at all about that, is typically answered with the phrase, "make more sales." This job is great for someone with absolutely no sales experience, but will quickly wear you down. Often times salespersons were asked to work early or late, yet were not allowed to clock in/stay clocked in for these extra hours. The script is not very effective, and as many of these contractors are called upon very, very often you are most likely to be hung up on as soon as you identify yourself as a representative of the company. I worked for this company for three months, my last week there I made 5 sales, only 1 of which was approved, therefore I made $0 in commission that week, as a minimum of 2 approved sales is required to make commission. Much of your success in this company will come from learning the fine details and nuances from your coworkers and not your manager. Leads are terrible, and are recycled so often that you may be the nth person from the company to call in the last couple of weeks. The manner in which managers expect reps to speak to the customer base is downright rude and insulting, often times you are expected to speak down to them, as if the product is the holy grail they have been seeking and they are incredibly stupid for not committing right away. Remember you are cold calling, you are required to ask for sensitive personal information within the first 10-15 minutes of the call, including social security numbers, birthdates, and of course credit card information. The company preaches the OCC, or one call close, I believe the main reasoning behind this is to not give the contractor the opportunity to do further research on the company and realize the ineffectiveness of its product. Favoritism is blatantly obvious as leads are given to reps at the discretion of the manager. If you can sleep at night knowing you are more than likely lying to your customer base about their opportunities to make money with the service and don't have any objections to conning these people, then this is the job for you.

I worked as a Project Advisor in their Golden, CO headquarters for about 4 weeks, which was 3 weeks way too long.  The title "Project Advisor" is totally bogus and definitely should simply be "Telemarketer" because that's what you'll be doing all the live long day. Their expectation is for you to bust out 150-200 "warm" calls daily. Most of these calls go straight to voicemail where you're advised to hangup to keep on smiling & dialing. Yep, you're gonna basically be one of those incredibly annoying robocallers because the word "HomeAdvisor" doesn't even show up on anyone's caller ID - just a random # w/ the same area code as the resident you're calling. If you've ever seen the movie Office Space where the secretary says over & over again "just a moment" ad nauseam - dude, that's gonna be you. Instead of "just a moment", you'll be saying "This is John Doe w/ HomeAdvisor calling on a recorded line to follow up on your X project" until you're blue in the face.  About 85% of the people that actually are crazy enough to answer an unknown number pulling up on caller ID have either taken care of the job or don't know why you've even called them (or why do you keep on calling them when they've repeatedly asked to be on Do Not Call list). On top of that, you're bombarded by emails from management throughout the day displaying your stats compared to other's on your team to ignite that competitive telemarketing passion. If that's not enough, during the week of training they throw so much at you its overwhelming.  Then on day 3'ish, they go over their commission structure which is basically like Chinese Algebra where you walk away scratching your head, trying to figure out how you'll actually make a commission.  Painting it as if you're a project advisor making warm calls is a joke - you're busting out "warm" calls to people who really don't want to be bothered. Often, in the 1 in 20 calls where someone picks up - you'll get an earful of complaints about why they haven't been taken off HA's list.  All this to endure for $14 an hour, then they drop you down to $12 an hour after the 1st month. Top performers make  $17 an hour including commission, which means most workers  have to have 2nd jobs to live.  For a company that's based out of Golden, CO and has a nationwide advertising campaign on NPR & TV costing millions of dollars to produce - they can't even pay a livable wage in Denver, Colorado. Don't do it man, don't be a robocaller - no matter how desperate you are!!

When I worked at Angies List years ago, they had a brutally unfair QA process and bonus system that paid workers if they obtained certain QA scores on their work.  If you failed to achieve your quarterly bonus, you went into a “deficit” at the company.  If your deficit reached a $1000 you were fired.  This caused a huge amount of turnover and assured that there was no stability in your job.

At the time, the company was on E. Washington Street in Indianapolis which was a dangerous neighborhood.  I remember our building getting broken into and ransacked one day.  Other incidents included cars getting broken into.  One time a construction worker renovating our building fell through the roof and destroyed a co-workers desk.  We were in the “blue house” and forced to work in a renovated attic where folks most certainly would die if there was ever a fire.  I distinctly remember a woman from HR bringing a chain link ladder and asking me to keep it under my desk next to a tiny 12 inch by 12 inch window.  She wanted me to hook the ladder to the edge of the window and see if I could safely climb out of it.  I said no.  

I was eventually promoted to a different role that was run by a toxic tyrant of a manager.   I’m grateful to her because she taught me how to be a good manager later in my career.  She lied a lot and had a blind husband who she frequently took advantage of and boasted about it in the office. Amongst her many stories were the time she and her husband had gone to see a model home when they were house hunting.  She ran into a previous boyfriend who was the realtor showing the home so she excused herself to the bathroom and climbed out the bathroom window and ran away leaving her blind husband there.  She told us that at the holiday party.  You can’t make this stuff up.

This was my first job out of college and I should have known better.  I am now an Executive Director for a Fortune 100 company in NYC and want young people applying to Angie’s List to know that this company is not going to give you the skills you need to succeed.  Look for a job that challenges you and will teach you new things.  And if the HR Directors fun fact is that she used to be a stand up comic...get up and walk out of the room.   (That’s not a joke btw, but it sure does make a great punchline).

I have worked with them for two years and I can say that its not all sunshine and rainbows.... the commision is where you will make your money and the top sellers that get the best leads are the one that don't care if these companies succed they only care about their wallets. 
They dont keep track of how many companies you sell to that actually stay or quit so you cant really determine if they succed.. The only way you can personally keep track of progress is the companies you have sold to the past 3 months or remember all of the companies and look them up directly 

The contractors dont answer the phone most of the time and the ones that do... Well... They kinda hate you. 

I was totally sold into this company when I first started.. It was my first sales job. I dont necessarily think its a bad company.. When it comes to marketing its never a guarentee and there are alot of companies that will see success. 

Companies are told they will recieve direct contacts and thats true but the contractors are thinking that a person is reaching out to them directly and in reality the homeowners are all requesting a quote from all the pros in the area. So basically if there are 5 companies advertising in a 30 mile radius then every company will recieve that quote. I struggled with my morals alot at this company and I have often gone back and forth with it. 

The culture is absolutely amazing... Even with working from home my team is my family... I love my manager. We all watchout for eachother and I could always go to them for anything. 

You get a list of 500 companies call and try to sell to for 2 weeks and some of them are in bad areas and some of them are no longer companies. 
If you are good at selling a product and dont necessarily care if it works for these people or not then I suggest to give it a shot. 

The average company seems to spend around $300-$800 a month and if they have success then they will stay for a while longer. 

I made 6 figures my first year here. 


My time at Angi Ads was incredibly disappointing and emotionally exhausting. I feel compelled to share my experience to help others make an informed decision before accepting a position here.

From the very beginning, the micromanagement was extreme. Managers regularly jumped onto live calls and yelled instructions through your headset, making it almost impossible to build any natural rapport with clients. You are required to be on Zoom with both your mic and camera on for the full 8-hour shift, offering zero flexibility or trust from leadership.

In just a few months (October to March), I was shuffled between three different managers, each with completely different coaching styles and expectations. This constant change made it nearly impossible to succeed, and when I brought up these concerns to HR, they were brushed off and ignored.

What ultimately led to my gratitude to leave this company was a clear breach of trust and professionalism: my manager offered to help me close more sales by calling my accounts during my lunch break. I was present and overheard the call. She didn’t make the sale but did receive a referral, which she then gave to another teammate. When I confronted them, the teammate admitted it; and my manager denied everything. I have screenshots documenting this incident and was genuinely shocked by her behavior.

The pay structure constantly changes, job security is minimal, and high performing reps were subtly pushed out; especially those who dared to question the inconsistency in commission structures.

If you're looking for a supportive, fair, and growth oriented environment, this is not it. The management is disorganized and retaliatory, and the overall culture prioritizes control over collaboration. I do not recommend working here.



AL excels in a few areas, health and wellness being their forte.  No one does this better that I've ever heard of.  Compensation is ok, but is behind the market for some roles, which is reflected in the quality of people they hire and retain for those roles.  Performance reviews don't really differentiate high performers from average, and friendship with your manager plays a huge role, so pay increases are made arbitrarily.  

The culture is laid back and enjoyable and the casual dress code is a huge plus.  The focus and emphasis on alcohol consumption can be a little over the top, giving the culture a fratty vibe sometimes.  Some of the major employee events/parties have a slightly trashy feel with kegs and solo cups, but you could argue that's part of the culture.  The values aren't really differentiators, but rather good rules of thumb to live by.  

Advancement is not something proactively thought about.  If you're aggressive and play to the right people, it might happen for you due to rapid growth.  However, a majority of managers are put into leadership roles far before they are prepared to successfully lead others, resulting in teams that don't particularly want to follow their leader.  Giving managers the tools & resources to be successful could make an impact if it was embraced at the top.  Higher level leaders do not hold managers accountable to be good leaders, contributing to this issue. A stronger talent pool and leadership presence in the Director/VP level would be helpful in the management/leadership category.

There's a lack of process that permeates all corners of the company.  I get the impression an unorganized approach to work was sufficient for the company when they had far fewer staff, but it hasn't translated successfully in all departments to the rapid headcount growth.  

Overall, AL provides a great and enjoyable environment for a job.  If you're looking for more, you need to be close to the top layer of leadership or have some tenure to see AL as a career opportunity.

As a sales rep, your job here is to sell leads to contractors on top of a $300 annual membership fee. Selling the product isn’t too difficult; the issue comes from the leads you will receive, and the general awful business practices at Angi. I came out of training putting in 270+ dials a day, but only gave off a handful of pitches each day. Get used to this if you choose to work here. Once I got placed on a team, I was feeling very optimistic since I hit my bonus during training. Unfortunately, the leads became even worse. I was receiving leads that my teammates had already called either the week before, the same week, or a lot of times even the previous day. If contractors are not interested in signing up, why does this company keep cycling those leads off to other reps? Contractors get pestered so incessantly by Angi that they, understandably, become hostile to the reps that are giving them a 6th call in a two week span. Prospects are not removed from the system until they explicitly say “take me off the list” or “do not call me again”. If they don’t say either of those two phrases, they will be called indefinitely. Reps are taught to not address the concerns of whom they’re selling to; instead, they are taught to ignore their concerns by saying every other contractor says the same thing, and to then move on with the script. You are also taught to never take no for an answer; you are always expected to keep pushing the sale forward until you’ve burned the bridge and forced the contractor to hang up because you haven’t actually listened to any of their concerns with the service. Working at this place made me question my morals every day.
On the other hand, the trainers are engaging and give shoutouts when you hit a sale. My teammates were also supportive of me as a new rep, and the managers are always willing to give you advice and teach you new things. The work culture is really amazing despite the unethical business practices, and the leads being utter garbage.  

Leaving my former employer to come work for Angie's list is one of the best decisions I have made so far. The pay is great and if you are good at your particular assignment the bonuses are even better. On top of that you can earn one every month. I've heard a lot of complaints about angie's list, but one of my biggest complaints is management. It is the worst I've ever seen. They are all pretty nice but absolutely no skill in management at all and most of them are in their mid 20's to early 30's. It's apparent that they got their positions based on who they know. My manager in particular is never at work. I've worked there since the summer and we've only had three 1 on 1 meetings pertaining to my monthly performance. Management seems to never know the answers to any questions, its kinda like they are just wingin it, almost like freestyling. I've worked in several call centers and training is the worst, most unretainable training I have ever experienced in my life. The trainer is about 25 and never knows the answers to your questions. She always replies with "I dont know, but I'll have an answer for you after lunch" its clear she knew someone to attain that position, and I guess it doesn't hurt that she's roommates with one of the managers. Training lasts two weeks and is kind of all over the place. You have 4 or 5 different managers from different department come talk to you about stats and goals that have nothing to do with what your position intells. In a training class you have new hires from sales, retention, service, and concierge, all in one. Training is the worst of the worst and it doesn't help that the trainer knows absolutely nothing although she is nice. Other than the training and the almost non existent management, its a fun laxed work environment that pays great.

Upper management does not look out for your best interests and there is a lot of micromanaging involved. The company tries to say they take care of their people but 100% places it's own interests before it's employees. Departments remain understaffed for workload and call volume, yet upper management refuses to fill this, which in turn, overwhelms the employees and prevents you from being able to get time off approvals - despite requests months in advance. They will also BLOCK you from being able to apply and interview for other departments and then blame understaffing and do nothing to change it. There are no consistent yearly raises and zero bonuses until your 5 year - which is a one time thing until your 10 year. You can lose your senior status by an extra $1 IF you do not meet the QA and prod requirements 4X every quarter and they continue to "up" the requirements to make this more difficult. 
Claims to pay market rate but technically pays under this seeing that the value of a dollar depreciates every year. They won't change this, despite the huge increase in cost of living in Denver. After 5 years, your hourly pay rate is maxed with no further raises unless you kill yourself over the rare chance of being promoted to management - which is all political and even more underpaid, given the workload and abuse they receive from upper management. 
Otherwise, you can wait 10+ years for one more tiny bonus and those employees barely receive any recognition. The company HomeAdvisor used to be about the people but has become about the numbers and shady about their culture and practices since merging and becoming Angi. Everyone is anxiety ridden and feels stuck or is looking to get out. 

Top Job Titles	Average Salary
Inside sales representative 78 salaries reported	$38,782 per year
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Senior product manager 6 salaries reported	$170,000 per year
Payroll accountant 176 salaries reported	$38.00 per hour

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