inside sales representative

software engineer

senior software engineer

account manager

manager

Forcepoint

HIGH TURNOVER RATE
Frequent turnover of Technical Support staff, results in excessive case loads for ALL staff (seniors, juniors, and newly hired). New hires are ambushed with strenuous training on numerous products and thrown into their positions. They're promised a mentor but the mentor has their own cases to manage and are most likely struggling with their own case load. 

RESOURCES 
The knowledge base of troubleshooting documentation is limited not only for customers but for support staff. Often, support staff has to write knowledge base articles AFTER they discover how the feature or product works (which is not always consistent with how it was designed).

WORKING CONDITIONS
Because of the tiresome duties on a daily basis, be prepared to work overtime in an attempt to get caught up. Since support staff is salaried, they'll be minimal compensation for your efforts.

GROWTH OPPORTUNITIES 
Support staff may try to transfer to other departments but management and the VP/Director have been known to block or delay (6+ months) transfers. Ultimately, forcing good employees to leave the company prematurely or altogether. 

LACK OF RECOGNITION
Support staff are not recognized for skills, sacrifices, or hard work. Pay is less than competitive, compared to other companies. Staff are not given ample time to work on cases, yet management complains about case load. Management is not interested in quality customer service or satisfaction. It's all about numbers!

MANAGEMENT
Management team is not on the same page with each other. Each manager manages their team the way they see fit. A few of the managers are decent guys. While others are unethical (lying, changing operating procedure at random) and will sacrifice their team members to save themselves. There is also a lot of favoritism shown to some managers, which has allowed them leeway to hire their friends, as well as make unethical decisions. 

DEPARTMENTS 
You would expect most departments to work closely together. Especially, Sales. At Forcepoint, this is not the case. At times, it can be a constant battle to communicate and work effectively with other departments because they're focused on numbers instead of quality customer service. 

PRODUCT EXPOSURE
There are a lot of opportunities to be exposed to various types of security technologies in a short period of time, which looks great on a resume. This is awesome if you're a recent graduate, without experience. 

Only work for this employer if you are desperate. Once you get hired, learn as much as you can and make plans to find better employment.

Forcepoint has recently undergone a large shift in the path and culture of the company. 

The bad: Massive investments have been spent on many different areas, but the most noticeable is the large amount of money spent on a top heavy (manager heavy | delegation heavy) environment where VPs and above act like their own secret society, and at times adversarial, over their hardest workers -- those that give everything they have to the company with strong performance track records. It's a club, and hard work does not guarantee success here if advancement opportunities are important to you. I enjoy meritocracies where I can leverage my hard work and unmatched performance into higher salaries or title, but Forcepoint wants you to stay in your place. Ambitious people need not apply. The company has made a massive bet that hasn't yet bared fruit, and the numbers aren't anywhere near promises made a year ago.

The good: The CEO is a leader that one wants to follow, though his picks for his VP+ team are very questionable. There are bagel Fridays, ping pong, game consoles, a lake and running track close by. My department largely grants us autonomy to accomplish our tasks and projects. It's not a cult like other tech companies, but not super corporate either. Perfect mix between the two. There are a lot of company activities to participate in as well. The pay is around market rate to get you in, but even as a top performer, the raises and promotions are almost non-existent.

Each day I set goals to meet team objectives:

Manage cybersecurity software company corporate identity on all Forcepoint Federal outward facing marketing collateral and generate leads through marketing automation email and event campaigns

Collaborate and socialize with co-worker and enjoyed collaboration

Manage the production of high quality, mission-focussed creative, documentation and reports in a timely and professional manner.

I enjoy most, responding to changing business needs with technological advances and contribute to a strong service environment which meets internal and external customer requirements

Hands on creative graphics design of artwork (digital professionally)
Provide time estimates of projects and workflow schedules for departmental project planning

Coordinate and disseminate information to generate reports for prospects, clients and management, setting actionable agendas and minutes

Exercise good independent judgment in accordance with well-established policies, procedures or techniques

Most challenging and greatest learning experience gained was to perform lead generation database management and systems administrator functions (left brain) and excel in creative projects (right brain). 

Maintain thorough system related records for troubleshooting, procedures and resolving issues

Demonstrate excellent judgment and critical thinking

I can't speak for all departments, but all managers in my department had near zero technical capabilities while managing technical employees. One didn't even understand how to plug in a monitor to their docking station.

The requirements were set for a manager to have 7+ years of Firewall experience. However, there wouldn't be more than 7 minutes with all of them combined.

I have never experienced such incompetency and unwillingness in management to engage in their duties such as (but not limited to) de-escalating a situation. They would repeatedly shrug off responsibilities and expect their employees to handle anything and everything, even if those tasks would put the business at major legal risk.

The majority of their problems stem from terrible and inefficient management capabilities. Morale was always low and it kept getting weaker by the minute. One manager even had multiple HR violations, which they never bothered taking the effort to fire this employee respectively and grew the toxic culture further. They tried to bring hope to the floor with false promises, only to have expectations shattered each and every time.

There are countless other problems that have occurred outside of just management, but they are the main focus of Forcepoint's problems.

Forcepoint is a growing company that provides competitive compensation and benefits to their employees.  The company has grown significantly recently and employees join and leave the company regularly.  Forcepoint is staged to be a successful company in the future.  

Sounds like a great workplace but management is unable to keep pace with the rate of growth inside the company and this has led to some problems for employees.  Bad hires, a lack of accountability, and a lack of resources has slowly crept into the company.  

There has been an influx of lazy hiring practices over the past few years that has resulted in hiring employees that were not a good fit.  If it will take years to train a new employee, it is probably not a good fit. 

The lack of micromanagement can be a positive but too often inside Forcepoint it becomes a system where a few members of a team are the primary contributors and the rest are selective contributors.  They select to work when they feel like it but avoid responsibility at other times without much interference from management.  

Convincing management to invest in the company is also a challenge.  It is impossible to be innovative without innovative tools.  The  focus on revenue has become a burden to this company. Forcepoint is prioritizing chasing revenue targets over the satisfaction of their employees.   

A typical day in Talent Acquisition is a mix of strategy, partnership, and problem-solving. I spend my time connecting with hiring managers, reviewing pipeline activity, and finding creative ways to attract top talent in a very competitive cybersecurity space. It’s fast-paced, but in a good way; there’s always something new to learn or improve.

I’ve learned how to balance operational efficiency with a people-first mindset. From vendor management to implementing new tools and reporting, it’s helped me grow in both the strategic and technical sides of recruiting.

Management is approachable and open to ideas, and I appreciate that new perspectives are welcomed. Communication can sometimes be challenged by shifting priorities, but leadership is committed to transparency and improvement.

The culture is mission-driven and team-oriented. People genuinely care about what they do, and there’s a shared sense of purpose in supporting cybersecurity initiatives that matter.

The most enjoyable part is seeing the impact of your work, building teams, improving processes, and knowing the talent you bring in directly supports a meaningful mission. It’s rewarding to be part of a company that’s both growing and making a difference.

Forcepoint used to be a company called Websense and was a great place to start your career in sales or the tech sector in general. They hired a lot of people straight out of college and trained them to work in a professional "dog eat dog" world, but had a very fun team atmosphere about it.

After being purchased by defence contractor Raytheon, the company was rebranded as Forcepoint and the executives and management were slowly swapped out for people with more of the corporate vision they had in mind.

This new corporate vision changed the culture of the company and became more about the numbers and less about serving out customers needs. Many people were let go or left because their attitudes didn't align with the new vision. This is in addition to the company paying less than the industry standard for most lower level positions. There has been a lot of good people they could have retained had they been compensated fairly.

Overall it was a good place to work a few years ago, but this isn't a place I would currently go to unless you already have management's favor.

Absolutely terrible management, no benefits, make promises during hiring process and then take them all away once you begin working for them.  No work life balance at ALL.  Expect you to eat, live and breath their terrible company culture.  Not flexible with families or persons commuting- even when they advertise they are.  No support from very beginning- took almost 3 months to get a company phone and was expected to pay for my own long distance company calls from my personal number- w/o reimbursement for all 3 months.  First day (second day on job) met our Executive and he took me to lunch- ordered his food first then paid for his- and his only.  No direction, yet expected to perform miracles in seconds.  Screaming boss, demeaning, unsupportive.  Filed a harassment suit w/ HR against a co-worker my SECOND week- only to have it backfire on me and make my life an absolute living he// for the remainder of the time I was employed.  No way Boston office is able to stay afloat with their incredibly poor direction and management styles.  Won’t spend a dime on employees- even for standard daily operating procedures- yet will shell out THOUSANDS on junk for CEO & Executives.  Hope no one has to ever go through the daily torture I had to endure while working here.

No micromgmt, good pay, devs don't look down on support, they actually help. They never say "we can't do that" when we know very well they can.
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My manager actually helps you find the right person to achieve what you need. Has his back for you, not only when it's the path of least resistance. If needed, even jump in on menial tasks that the typical supervisor elsewhere would throw a tantrum over.
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Actually good company events / workshops, not the cringey nonsense you see elsewhere.
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What more can you ask for.

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Hardest part: when can't agree with a customer, so we need to be flexible with product's requirements, this always causes issues in the long run.
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Most enjoyable part: when others not only notice the same issue as I, by the time I get to it, they've already reported it, reviewed it, patched it, QA'd it and released it. I just need to install it.

o	Responsible in the calculation of sales commissions on a monthly, quarterly and annual basis, verifying accuracy of calculations.
o	Perform month end, quarter end and year end close for commissions and sales bonus accrual.
o	Perform various reconciliations and validations of billings and sales crediting data between the accounting system and the commissions system.
o	Perform variance analysis on sales compensation/commission payments across the sales function.
o	Administer Xactly system set-up and monthly updates (new hires, terminations, quota/ICR changes, and organization/territory assignments).
o	Collaborate with Sales Operations, IT and Commissions global team in the implementation and configuration of new compensations plans using Xactly.
o	Reconcile and resolve discrepancies in commission pay.
o	Research and analyze disputes and discrepancies reported by the sales team.
o	Prepare ad hoc reporting packages for Finance regarding commissions and sales bonuses.
o	Perform in internal/SOX process quarterly

Top Job Titles	Average Salary
Inside sales representative 1 salary reported	$45,000 per year
Software engineer 3 salaries reported	$123,333 per year
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Account manager 3 salaries reported	$78,333 per year
Manager 4 salaries reported	$117,750 per year

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