senior benefits consultant

member services representative

insurance agent

sales manager

team leader

GoHealth

For the most part, GoHealth is a good company to work for. The hourly wages are above average and being able to work from home is a major plus. The company culture is upbeat and you get to work with some really cool people. GoHealth pays for your licensing and gives you money towards office equipment once you pass your state exam. GoHealth also gives you $20 a month to help pay for your internet bill.

Commission:
In order to achieve success, you have to sell a lot of policies. Your commission is based on the number of sales you make each month (minus denials) and the sales level you attain. You get additional money per sale if your effectuation rate is 80+%. You can also get an additional bonus if your QA score AND effectuation rate is at least 80%. GoHealth pays half of your commission up front, which you receive at the end of the month (from the previous month’s performance). GoHealth only gets paid if the plan stays in effect for at least 90 days. So, if the policy effectuates and stays in effect for 90 days, you’ll get the remaining commission at the end of the following month’s commission check. Each month GoHealth sends you an Excel spreadsheet which contains all of your sales made from the previous month. It is your responsibility to look it over and make sure everything is correct. If a policy is considered ‘submitted’ or ‘not found’, it’s up to you to check if the policy effectuated. *If the policy number can’t be found, it will not count against your effectuation rate. If you quit before your sales effectuate, you basically forfeit your commission check. They do not pay you any remaining commissions. If you received your license through GoHealth and quit, they hold it for 6 months. If you quit before a year, you have to pay back your Dev Pod bonus ($1700).

Calls:
Not everyone gets the same leads. If you’re in a bad queue, good luck trying to make a sale. The qualified leads GoHealth claims to screen are garage! 90% of ‘inbound’ calls from Tier 1 agents are actually outbound leads (cold calls) they transfer over. Half of the time, customers don’t understand what Tier 1 agents are saying (Tier 1 agents are mostly outsourced overseas and have heavy accents). Customers are confused why they’re even talking to you and will hang up on you and tell you they’re not interested. Customers even tell Tier 1 agents that, but Tier 1 LIES to them to keep them on the line. This only makes it harder when trying to overcome hesitations because the trust is already broken. Tier 1 agents get paid on transfers, so they transfer over anyone and everyone— even people without Medicare. You’ll get dead airs, people who have Medicaid NOT Medicare, employer/retiree plans, wrong numbers, etc. and those calls still count against you and towards your conversion rate. If you are lucky enough to get decent calls, the sales process works and is a great tool to help guide you through the call flow. 

The majority of customers are on fixed incomes and barely have enough money to get by, which is why they’re looking for help. A lot of them are dealing with food insecurity and are barely getting by with their SSI. A lot of customers also have multiple health problems that come with expensive medications needed to treat their health conditions. When you are able to help a customer with the things they are looking for (grocery cards & flex cards) they are under the impression these are additional benefits, not realizing they’ll have to change insurance plans. 60% of the time, customers are open to switching plans, once you present the additional benefits, and let them know their doctors and medications are covered. It does feel good knowing you’ve helped someone improve their quality of life by helping them save money and/or increase their benefits. However, because Tier 1 constantly calls the same recycled leads over and over, they do not check the communications history or notes left by the Tier 2 agent, which basically puts you up against a brick wall. The customer ends up not being interested because they were just sold by another GoHealth agent (within the month) and do not want to change plans again. Tier 1 even calls the same customer multiple times a day despite notes stating the customer is not interested, recently enrolled in a plan, or they’re just not eligible. Tier 1 needs to be held more accountable. If a customer specifically states they are looking for a stimulus check or a certain amount of money for groceries/cash back (ex. $1700 - $5000) Tier 1 needs to let the customer know that’s not something GoHealth offers. Upper management talks a big game about quality over quantity, yet Tier 1 is like Wild Wild West— anything goes. It is mentally draining being on the phone for 8 hours a day, especially if you’re getting the bottom of the barrel leads and not making any sales.

Medicare requires applications be submitted on an inbound call, so you always have to verify if the customer called in or if Tier 1 called them. If Tier 1 called them, then you give the customer your phone number and extension for them to call you back directly to complete the enrollment. Some sales agents— including MSAEs— who make six figures a year will enroll your customer and receive credit for your hard work because they claim they couldn’t find your name in the system. Customers often call back without putting in the correct extension and/or have a hard time getting back in touch with you. The shady sales agent offers to assist the customer instead, despite the customer calling back to enroll with you and the customer telling the shady sales agent your name and extension. Agents who have been at GoHealth for years know how to negative the systems, so there is NO excuse! A customer left me multiple voicemails stating she tried getting in touch with me, but no one would transfer her to me. She even asked to speak to a supervisor because she wanted me to complete the enrollment with me and for me to get credit for the sale. When I called her back to let her know someone else enrolled her (who is an MSAE) she said she was not happy with him and wanted to enroll with me, but he did the bare minimum to find me because he wanted the sale. That enrollment would have been my only sale for the day, and the guy who enrolled her has a conversion rate of 71% for the month. He is not hurting for sales. He is just greedy and selfish. Broker Office allows you to leave notes for other agents to see. Also, the communications history tab in BO shows every person the customer has talked to and the call dispositions. GoHealth also uses Slack where you can easily message people. You can also search the customer’s phone number in BO to see if other lead IDs associated with that phone number pop up. Tenured agents performing at the highest sales rank know how to utilize the communications tab and Slack to get the customer back to the agent they were speaking to, but they choose not to. Those agents know better and know what they’re doing, but because there are no consequences, they continue taking other people’s sales. Honestly, something needs to be done to prevent this from happening (like Disciplinary Actions). It’s wrong and it’s unfair!!

There is not a lot of flexibility with this job. You are pretty much chained to your desk all day except for when you take your two 15 minute breaks and your hour lunch. GoHealth started offering VTO to allow agents to take extra time off without having to use PTO, ET or getting a attendance occurrence. The VTO is nice and offers much needed mental breaks, however it’s unpaid.

Management:
You are micromanaged from the time you clock in until the time you clock out. Some TMs try to make morning huddles fun with games and other fun activities before we start taking calls. Upper management preaches ‘Grandma approved’ but in reality, if you’re not making sales, you’ll be “coached” and questioned constantly. The managers I’ve had have been great (including my PM). They are understanding and realistic about the calls. 

As I mentioned earlier, it’s hard to make sales if you’re getting terrible leads. Management claims everyone is on an even playing field, but that’s far from the truth. There are 6 call tiers and each call is ranked based on the probability of a sale and placed in the call queue. (6 being the best). The best calls get sent to a handful of agents who are able to rack up sales because they’re getting top tier calls.

AEP:
AEP 2021 was my first AEP and it was not what it was cracked up to be. The long hours were expected and made clear from the very beginning. Even those who worked 50+ hours a week were strongly encouraged by management to work 10-12 hour days, 7 days a week. GoHealth did compensate agents with additional bonuses/PTO if they agreed to work more hours. The calls were not how I expected them to be and you were lucky if you made 7 sales a day. The only good thing about the calls during AEP was being able to turn and burn. The call volume was so high, managers weren’t concerned with conversion. It was all about Sales Per Agent Day (SPAD). The amount of money GoHealth stated agents would make in 7 weeks was a lie. The amount of money made was no where close to the amount of money promised. The money I made was decent, but definitely not worth the extra long hours. GoHealth hired too many agents for their AEP season, which is probably why the payouts for AEP 2021 were drastically lower than previous years. My main motivation that got me through AEP was having 3 weeks paid time off in December. 

Burn out happens fast and you’ll start to see things for what they really are. You’ll get difficult and rude customers. If you can handle the constant hang ups, mean customers and terrible leads (bait-and-switch tactics) give it a shot. If you care about your mental well-being: apply elsewhere. The money is NOT worth it! The stress is NOT worth it!

The call volume right now during SEP is pretty much nonexistent. It is nice having breaks in between calls. As well as VTO to have extra time off without having to get an occurrence. 

GoHealth decided to not invest in advertising this SEP season and it shows. The leads are absolutely TERRIBLE!! I went from being a top performer to below average performer. My call process has not changed— just the call quality I receive. My TM is very understanding about the terrible calls, but upper management wants to put blame on everything but the truth— the terrible leads & misleading marketing tactics. 

Tier 1 needs to be held to a higher standard. Tier 1 agents get paid on transfers, so they’ll transfer anyone & everyone. How can you make sales when you constantly get calls where people hang up while being transferred over to you? How can you make sales when you get people calling for “free” money and want nothing to do with changing their Medicare plan? How can you make sales when you get people who don’t even have Medicare— only Medicaid? How can you make sales when you get people with ZERO plans in their zip code? How can you make sales when the customer doesn’t have an SEP? How can you make sales when people are calling for the Part B Giveback, but it’s not available where they live? How can you make sales when you constantly get people who don’t have time to talk and are not interested? How can you make sales when they tell Tier 1 agents that, but Tier 1 decides to transfer them over anyway? 

If Tier 1 actually sent over quality leads then the probability of getting a sale would increase tremendously. It would also make this job more enjoyable and actually feel like you’re helping someone. This job is already stressful and management breathing down our necks, only adds to the stress & pressure to perform. They do not care if the customer is in the best plan, they just want sales!

I try to pitch as much as I can because that’s what management wants us to do, but it ends up making me look stupid and shady because they’re already in the best plan or a better plan. They know what they have and even question you why they should change when they’re getting more benefits with their current plan. 

The morale at GoHealth is not good. We aren’t making money. We aren’t converting. Agents feel mislead. Agents feel burned out. The agents that are doing well get sent the better leads yet upper management treats everyone the same when that’s not fair because our actual opportunities are different. My calls from the other day: 1) customer was at work & asked me to call him back later. 2) instant hang up. I called back, no answer, but left a voicemail. 3) employer plan. 4) No A&B - only Medicaid. I could not sell anything because of the type of calls that hit my line. My conversion is a reflection of the horrible leads I get from Tier 1.

I’m really trying to stick it out because I do like working for GoHealth and the people I work with. However, the added stress from management is not worth my mental health. I cry at least once a day because I’m not performing well and it’s getting to me. 

The goals upper management set for SEP are unrealistic. Hardly anyone will get promoted to SB3 because it’s impossible to get 80 effectuated sales during SEP season. I’m lucky if I get one sale a day. The terrible leads also make it very demotivating. Half the battle is trying to overcome hesitations at the beginning of the call because Tier 1 or the advertisement the customer saw was very misleading. Not every customer is a joy to talk to. Some people can be rude and mean. 

The trainings management have us do aren’t real call scenarios. No one calls in wanting to change their Medicare plan. They’re calling in for things we can’t offer like stimulus checks or free money. The marketing team should revamp their marketing & advertising strategies because the Part B Giveback isn't it. 

Hopefully upper management will also revamp Tier 1 and hold them more accountable. Maybe change their bonus structure to reflect quality of quantity— like upper management preaches to us. Or pay them based on if their transfer results in a sale.

Please do better GoHealth! We need sellable opportunities. We need better leads. We need better marketing. We need better advertising. We need realistic trainings to help us succeed. Otherwise, you’re going to lose a lot of great agents.

I worked at the Lindon location, and I can say that my coworkers and managers were all great. The people were a big plus for me, and the reason I stuck around as long as I did.

This is a call center environment. If you drink water, you will use the entirety of your breaks hurrying to the restroom and back, forget the game room they showed you on your tour of the place. You will be paid when you have your headset on and are ready to receive calls. Maybe you thrive in this environment, but many do not.

My review may be biased because I have an aversion to sales and was working a sales position ... but things didn't get better when I transferred to customer service. The trouble is that when you become licensed to sell health insurance you pretty much take an oath to never sell someone insurance that is worse than what they currently have. This is in direct opposition to the compensation structure in place at GoHealth, where plans that are reasonable for most people will get you $10 or less per sale, while plans that are unreasonable for most people can put over $100 in your pocket per sale.

If they aren't already in one of those reasonable plans, then technically you aren't selling them something worse than they have, just what they could have. On the other hand, they often have a plan with another company, or are looking into other plans at the same time they are talking with you, and at least in my experience, if you don't get them locked in during their first call with you, they WILL find something better for them somewhere else.

An additional caveat I must add is that I did not get initial sales traction, and was thus fed low-value calls. Screeners evaluate how promising prospects are and the algorithm sends them to available salespeople accordingly. This is not to say that you can't work your way up the rankings, but it will likely require selling plans to people who can't afford or are not a good match for them. That is how you can prove to the algorithm that when the time comes, you will not allow them to compare the plan you just pitched with the pitches from other companies ... unless they are already signed up for yours.

I don't think this is unique to GoHealth, it seems that is how any healthcare sales would be, given that is how sales are.

It makes sense, if a company is making fat profits they can afford to pay salespeople, and no doubt their sales company, fat commission checks. On the other hand, a company that actually ends up putting most of the money customers pay toward healthcare expenses cannot afford the big incentives for third-parties to push their product on people.

This may not necessarily violate the healthcare laws in a de facto manner, but follow it to its natural conclusion, and you will find what I did when I switched to the customer service department. There you will clean up the messes of the salespeople who -- Whoops! -- sold people plans that weren't good for them or even worse than what they had before. 

Using the CRM you start to see the names of certain salespeople come up rather frequently ... and I did hear tell (back in the sales dept) of a top sales agent getting struck down by one of the insurance providers, so they could keep compliance. GoHealth of course did not let such a prolific moneymaker go easy ... but at the end of the day, they have to keep compliance as well.

Like I said before, it is a system that benefits from low-key taking advantage of people. This isn't something that started or will end with GoHealth. This is the result of the entire structure of Healthcare in the US that has customers paying not only for the estimated health expenses but also for myriad levels of companies and third parties involved in the sale of a plan, and the mountain of bureaucracy to administer it later.

What started out as what seemed like an excellent job full of all kinds of support, the promise of quick growth and large commissions, and a family-like culture, quickly turned into a numbers and metrics role with a major call-center mentality, not a people-focused role. The commission tiers were constantly shifting, making it nearly impossible to get the higher levels and decent payouts. During AEP (annual enrollment period), the promise was huge commissions because of tons of sales. Well, I had tons of sales (I was on a top team and program with excellent, consistent numbers) and my commission was a joke. That was after exhausting myself after two months, working every single weekend, tons of overtime hours, hitting tons of sales, and I got a measly return. That's when I realized that even though the company would not survive without the sales teams, they compensated the higher-ups a whole lot more than us and we were essentially treated like expendable garbage. Luckily my immediate managers are great people and I loved my teammates, otherwise, I would have left a long time ago. 

There's meeting after meeting and memo after memo of how we need to focus on ROC (ready-on-call) status, meaning time on the phones talking, doesn't matter how many sales you have. They even tell us to drag on conversations to bump those numbers up. What good does that do for sales? That's a metrics-only kind of move and defeats the whole purpose of our job. There's really no autonomy. They promise excellent leads, great opportunity to sell, excellent training (it was basically reading powerpoints to us), and yet, there are so many calls that you literally just cannot sell because of regulations like having no election period, yet they count against you and your conversion rate and you end up having to do outbound leads that are garbage. If you dip below on ROC, that's also a bad thing and you can get occurrences. If you have a meeting and it drops your ROC, that's on you, not the company or who called the meeting, and they expect you to make up that time by skipping lunches and breaks (what little you have of those). There's just no time to breathe in this role. If you don't mind powering through 8 hours constantly talking to people, you'll do great. Many, many people just burn out fast. I have talked to the majority of my team privately and they are all struggling with the burnout and the dissatisfaction of how the company is coming down on metrics and not outcomes all with a lack of compensation. This could be a great job and I really started out thinking it was, but that silver lining quickly wore off. The company has some work to do. 

Oh, they give some time off but if you take it, it's frowned upon. They may not claim that in HR but that's absolutely the sentiment. Just thought I'd add that as well. And the benefits are so expensive, it's probably an entire third or more of my paycheck. I'm barely exaggerating there.

I should also add that the commissions you get from sales are maybe a tenth of the commission that actually comes from the insurance carriers. I researched it. You don't even get the retention bonuses that insurances payout. The company literally makes millions off of the sales team and gives them the scraps. Great business model, right?

To be fair, there are some really great people there in the sales roles as well as team and program management. These are all problems with overall corporate management. I wanted to last long here, I really did. But the company just doesn't allow that. Nearly all of the lower management has been in the company for less than a year. Make of that what you will.  

Remote work is awesome, but managements job is to live listen to calls and micromanage you all day. They tell you all warm leads but they are not. There are different sources where leads come from and you are expected to sell no matter what. Managers harp on conversion but that is just because that’s how they get their extra bonus but they will lead you to think that conversion is something majorly important. When you mention concerns about conversion scores and the types of calls received you’re advised that if they would do this process any other way that it would lead to them not being able to trust their employees And that’s why conversion at 100% is not expected which I don’t know any company that would expect 100% 20% is standard. But the comments about not trusting employees explains the micromanagement.The QA department leaves a lot to be desired very inconsistent of what expectations are for QA. They have implemented different checklist when you receive a QA rating. They will give you meetings and record the meetings via zoom and every single time give you a different explanation of why you got rated a certain score. Walk you through how you should do it yet again differently and then make you role-play and ask you is there any reason why you can’t do this on your next call. It gets confusing and seems like no one truly knows what to do. But they are not very compliant when it comes to notes and things along those lines for HIPAA, such as wanting you to enter an MBI numbers and a Medicaid numbers into our notes hopefully GoHealth never gets audited. Let’s not talk about how they talk about we are using a grandma approved process and that we’re creating members for life they will expect you to literally move someone out of a plan into a plan. I was advised that these members don’t know what their coverages are so just get them into a plan that’s all they care about not truly helping the member and making sure that they have everything they would need. I’ve been in insurance for a while and I like having my license so I follow their process but I also have my own. If you take your time with the client and really explore what they really do need and not follow their process of basically throwing things out there and seeing what sticks you won’t be as successful as other top agents as they call it.The reality is those top agents are putting people in bad positions. They tell us to push the telecare team who is customer service as a benefit of our company, but so many times I’ve had my
Clients calling me saying telecare was not helpful, so I end up having to service and save my own plans.  They focus a lot on what  was called effectuation for your plans where you only get paid half upfront for what you sold and then you’ll get the other half after 90 days after they get paid. All in all you definitely can make money at GoHealth but you have to be a machine. I really wanted to attempt another annual enrollment period at GoHealth but I don’t see that happening. They make it hard for you to want to open your laptop and sit and take calls all day. I am passionate about insurance but working at gohealth has become somewhat demotivating. 

Workplace with no regard for work life balance, or workers over 35. Pay was low, and they implemented an unfair scale where you were compared to the top 10 percent of workers, and used it to reduce pay even further among 90% of workers. This was made even worse by including anything over 4 minutes late as a pay-reducing tardy, and other similar, ridiculous caveats that were tied into pay!  The company is run by people under 35 who have certain degrees, but no real relevant experience or sense of how to treat and retain employees, kind of a “throw it at the wall and see if it sticks” attitude. Older workers with good relevant experience were never considered for positions they could fill admirably and provide leadership in. The company philosophy seemed to be “if you’re over 40 and got a job with us, that’s where you will stay”. These experienced older worker were never transitioned to corporate jobs, the sense was they wanted them to “Just stay quiet and do the job we hired you for”. They did consider 1 or 2 people from dozens, and even put 1 in a kind of “test” position, holding pattern at corporate (where I believe he still remains today!) Some people even said, “they’re always cracking the whip, it’s just a plantation.” This was because there is corporate, housed in a building down the street, and the “plantation” housed in a separate building. The company would even hold separate events, and the “plantation workers” could not attend corporate events or mingle. The irony is (as throughout history), the plantation workers are the one who bring in the revenue that drives the company and enables corporate. I have never seen a company treat their sales force so poorly! The company started out as a decent place to work, back in 2012, but with the coming online of the Healthcare Marketplace and their efforts to corner the market and promote and retain certain insurance companies they had contracts with, as well as the loss of the corporate officers who cared about the employees and had a certain vision for the company (due to disagreements about the direction the company should take after the inaugural 2013 Healthcare.gov enrollment period), the environment quickly changed, becoming extremely restrictive, and the company began experiencing high turnover. They subsequently began using less experienced and lower educated bodies to “fill the seats”. These new workers overall didn’t care, just wanted whatever paycheck they could get for as long as they could get it, be it a month or 3 months. This further lowered the moral among the higher educated and more experienced employees, because they were treated just like the “seat fillers.”  The company erred in embracing a policy of never really considering the older, experienced workers for corporate positions, which further decimated  morale and increased turnover. It is absolutely in the Top 3 of Worst Companies to Work For!

What is the best part of working at the company?
The best part is when you are off of work.

What is the most stressful part about working at the company?
Pay is terrible, commission structure changed 7 times in the year I worked there, The Entire organization is a micromanaged horribly. They care nothing about their people, fair pay scales, treating people with dignity, they get irate if you actually take your legal breaks during AEP, they will not accommodate your disability, they write up entire teams and put them on IIP because you don't close leads transferred after the client hung up before they speak with you. They want bodies in chairs for 7 weeks of AEP and want you to forgo any plans for Thanksgiving because you should just be thankful you have a job. The leads . are all recycled trash AND RECHURNS FROM MARKETTING ADS ON FACEBOOK. As soon as December 7th rolls around they layoff massive amounts of folks as a business decision instead of using them in other departments or building books of other income streams. Cheap, Lazy, Corporate, Greed! Did I mention that the commission structure is awful? Run away from their employment application, do not walk, do not pass go, RUN!.

What is the work environment and culture like at the company?
The weird thing is some managers care deeply, are organized and kind, and want you to be successful while others are the polar opposites, They point fingers, cast blame, do not coach or train or motivate. They care about numbers, not about people. You acquire PTO, sick-time  and it grows because when you want to use it they deny deny deny, they are not worth the time or energy. If you call -off not only do you have to call the callout line you have to call and explain why you will not be in to a supervisor, who will grill you like this is nuclear physics and the free-world may fall if you do not take these calls from people who do not want to speak with you, they just want to know if they are going to get some 6700 check promised on a facebook ad...UGH

What is a typical day like for you at the company?
As many calls as you can stand, with as many sales as you can make. Cussing and screaming and occasionally these callers take you to the bathroom with them, hang up on you and tell you that your company has already called them 70 times this month...Those that actually want your call, already are on the plan that is recommended by the software.  If you do not chose one of their top 3 you will not receive a commission for the sale. The QA people are usually wrong if they take points off so listen to your scored calls, I always 100 percent of the time got all my points back. speak with about 30 people a day if you are selling and 60 if not, including hang-ups and computer problems.

I'll start with this: I was laid off. It was truly heartbreaking as I thoroughly enjoyed my job, I loved the company, and it was the first time I felt confident in what I did and genuinely wanted to move forward with my position.

The time I spent at GoHealth was amazing and I was happy to wake up every day, clock in, and work. I was given hard results for the work I put in and hit high bonuses every month. It was great. I was always motivated and excited for the next opportunity. The managers I worked with were friendly and energized, my team was supportive, and working with other departments was a delight. Everyone was on the same page. The mission came first and foremost, and that's the way it should be.

Unfortunately, as great as it was, there were some serious issues: it was all extremely disorganized. It was disorganized on a scale that drove me absolutely nuts. My entire time working there was a scavenger hunt to find the right answer to my and my teams' questions, where even my manager and their boss couldn't quite find those answers. This would range from questions about my employment to SOP's that were never given or communicated to simple questions about the work I was doing. Changes would be implemented suddenly, but without any support. It was often a fight to get the information needed to effectively perform my job. I made do, but there were people who could not and they suffered and eventually left. The turnover was insane, and I think the lack of organization played a huge role as the work itself was extremely straightforward and manageable compared to other call center customer service jobs.

As such, the lack of organization was my main and only gripe. The pay was good when you hit bonus and it was easy to hit bonus if you simply did your job and tracked your numbers. The benefits were decent. There were contests and rewards abound, and the culture was lively and energetic in the departments I worked in. Constant check ins on metrics were the key to success, and they were never used to punish or shame us. They were used to uplift and encourage us, and open conversations about how our calls were going, what opportunities we had, and what we could do to meet our goals by EOD. Maybe it was just my manager, but it was extremely constructive and motivating. I'll never forget this manager.

All in all, I do wish I could've stayed with them. In a perfect world I would still be there, happily getting ready for the next enrollment period.



What is the best part of working at the company?
the training, and only the training, although it doesn't prepare an agent for what they'll be faced with in production. Also, generous days off, but the seasonal hours are mandatory, and forced, which is not good for anyone who cannot work beyond 40 hours a week. 

What is the most stressful part about working at the company?
The poor quality of leads. The consumers had no clue what they were calling in for, because of the clickbait style ads on social media promising thousands of dollars, but never mentioning health insurance. It's quite disgusting. The calls were outbound, which we were not told during training, but they call them "warm outbound calls" because CS agents call them and toss them over to us without even qualifying them to see if they have Medicare or not. Every call counts against the agent, so its a sure bet you wont get bonuses due to the abysmal lead quality. 

What is the work environment and culture like at the company?
During training, it's wonderful. Once in production, it's non stop pressure. Sell, at any cost. Present a plan on every call, even if the plan has way fewer benefits than their current plan. it's basically a culture of churning plans, switching people out of their plan with no regard to how it might impact the consumer. The agent loses credibility due to this practice, and retention goes out the window. I couldn't' continue to risk my license working for such a company. It is exhausting to constantly answer the phone to an angry consumer, try to calm them down, and THEN sell them a plan. All because of the poor quality of leads. Some agents got better lead servers than others. They deny this, but it's obvious, so the company gaslights us as well, lying that everyone gets the same leads as everyone else. 

What is a typical day like for you at the company?
Sign in to all systems, start taking back to back calls, with no breath in between, calm down consumers due to misleading ads, try to sell them a plan, get called a scammer because we have no control over the ads, get chastised by management because of an inability to convert these terrible leads, rinse, repeat.

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