pest control technician

customer service representative

outside sales representative

construction laborer

sales consultant

HomeTeam Pest Defense

Perhaps it veries by location, but a 1% pay increase every 4 years, inconsistant production based pay, false bottom promotions, sudden payroll changes that drasticly effect commision emplyees negitively  but assists all on salary, managers would give a run around about anything and instead of answers you left with more questions ... responisibilties got dumped into technician laps with no added compensation... we were expected to "pick up the slack" while being under staffed by atleast 3 people consecutivley for 4 years... if you didnt make the high standards and unrealistic expectations you were expected to work additional saturdays... over 4 years my pay dropped each year... the second  year $15,000 went missing and couldnt be accounted for...i started at 63k a year and by the time i left i was making $34k..they slashed our production percentage to increase coprate profits but say they put people first... you could work 60 hours a week but if you didnt make route completion yiu got writte  up ( 98% of 240 customers not including call backs and new start customers)  if you worked 38 hours a week and made production you also got written up... constant micromanaging  was offered an opertunity of advancement put managers didnt do therr part and corprate did little to rebuke them this. 

When i started the work atmosphere was very family like, by the time i left it was very toxic 

Use it or lose it leave 
No holiday bonus
Advanced training was done on your time
No pay for service calls
Weekend work was poor and unprodictive
Scheduling was a shamble 
Benifits were expensive 
No over time pay 
Office meetings often took up 4 or more hours  of not getting paid.
Office would schedule appointments beyonde 8 hours of work
Route completion put above everything
Quality assesments were spott and often missed allowing people to.get away with cutting corners
Corprate isolated and disconected
Human resources was a joke

Honestly the Houston South branch office was great. Team cared, for the most part, about each other aside from some Technicians not enjoying their work. Customers weren't always the best but that's just the nature of sales. GM Cared a lot. Sales Manager cared. Service Managers cared...

But the regional managers? Only thing on their mind was numbers. I didn't get trained properly because they were too busy doing other things than helping me with my onboarding. I was four months late on actually getting to work because they didn't have a manager for me to train me until months after I started. A local branch all quit at the same time because of Upper Management doing a poor job of handling things and there's always the gripe of you getting a chargeback because a Technician was rude to a customer. 

Local team, despite all this, was a pleasure to work with and I like them all. Sadly, however, the people above their heads (Like in most corporations) have forgotten the human element that makes HomeTeam appealing to work for. 

I was told the position was salary. It's not. 

I was told there was room to grow and that they would 'Pay for my school.' They don't. 

I was told that all I had to do was get people to register their warranty. It was more than that and I was never licensed to do that. 

I was told that the upper management cared about the teams and wanted everyone to succeed. They didn't. 

I was told they cared and that it was okay to talk to them. They told me I was rude for not knowing about their culture and way of doing things because no one taught me it. 

I was told I was disrespecting someone I had just met because I was going to a doctor's appointment instead of a meeting I didn't know about...

All of my complaints are levied at those who make the decisions above the local branch. My local branch were caring, appreciative. Helpful. Kind. And fun to work with. 

Being micro managed by the people who should be making higher level decisions has got to be the WORST experience I've signed up for in a while... all while being told they wouldn't do that. 

My 11 years at HomeTeam started as a sales rep. I was promoted to sales manager. I eventually became a region sales manager. My final position was General Manager of the Austin branch. HomeTeam used to be a very special company. From the first position I held, I found it to be very inclusive, positive, and appreciative of its employees. I loved going to work every day. My co-workers were team oriented, had great drive, and worked towards a common goal. We could go to any manager, all the way to the CEO with questions and feedback. Even through the pandemic, we did our best and felt supported in the field. No company or leader or culture is perfect, But HomeTeam was the best job I ever had in my 28 years of working. I never thought I would leave. In 2022, everything changed when we got a new RVP over the Texas region. Our culture unfortunately changed overnight. We no longer had a voice. We could not advocate on behalf of our employees or  frontline managers. We were told what to do without a “WHY”. I found our new so called leader to be extremely self centered, condescending, and incompetent in his role. At 5 months of enduring his lack of leadership, lack of meaningful communication and stuck up elitist attitude, I decided it was time to leave. within his first year in position, I am aware of at least 18 managers who have left due specifically to him. That is an unprecedented number of good people gone due to poor leadership. I feel for those still there and only hope a change is made on their behalf before more leave. If you are wanting to work at HomeTeam in Texas, be careful. If you are a front line employee or manager wanting to move up, be careful or find another region to apply to until the RVP is replaced. The saying is true. More times than not, you make your decision to stay or leave because of your boss. Not the company as a whole. The best companies hire leaders who inspire, support and attract those who want to win and be a part of something fun and big. So sad this is no longer the case. 

My experience with the company was marked by long and stressful days, largely due to a lack of trust and support from management. The work environment often felt toxic, as employees were expected to handle significant workloads without adequate recognition or appreciation. Despite achieving sales goals, the focus seemed to be more on enhancing the managers' visibility and recognition rather than fostering a supportive team culture. 

Even on Fridays, we frequently worked well beyond eight hours, often in challenging conditions, which left little time to recharge before the next workday. There was a consistent pressure to deliver results, but this was rarely met with constructive feedback or encouragement from leadership, which is essential for building confidence and morale.

Additionally, I faced personal challenges during my time with the company, including significant issues at home, such as a leaking roof that required urgent repairs due to water damage and mold—conditions detrimental to my health. I communicated these challenges to my manager, keeping them informed of my situation.

During this difficult period, I also experienced the loss of my grandfather and the added stress of my wife losing her job, which necessitated my absence to attend family matters. Despite my efforts to keep management updated, I felt unsupported and was met with a lack of understanding regarding my circumstances. 

Overall, while there may be claims of a family-oriented culture, my experience suggested otherwise. The emphasis on productivity often overshadowed the importance of employee well-being and support.

Look, the company is part of a bigger entity publicly traded that owns a lot of names brand pest control services. So you will get corpora type of control to satisfy investors. Typical p&l types management. 
Uninspiring job, G Manager always gone on vacation, no leadership aspects at all. Leaving other supervisors to carry the weight. Say what they want us to do and then leave us out to the wolves to get work done that is over sold and overpriced. Too many customers that are easy to sell to, do not get their service on time and their monies worth. The pest control systems for pest and termite in place at peoples homes do not work for control and the protocols set by region are cheap and do not work. Just saying this because it is true. Those that stick around are the ones that have been on the easiest routes established years ago and do not help others either. Too big for the accounts they take on. They lose technicians left and right and take on more easy sold accounts (again for corporate standards), just to let the customers down. Leadership is uninspiring and not what they seem. The good ole boys club of management keeps them in place. 
I can truly say that one manager stood out in 2021 from a different office in our territory that I would reach out to for advice and guidance.  They did what they said they would do and made a strong difference of leadership that I will take with me.  of course they left because they knew how weak the leaders in place are, their lack of support, communication left them hanging too, and how senior management picks their friends to be managers.
In a job that requires a lot of route driving, working in the sun, with sprayers on your back, and bending to check stations all day, you need good leaders in place to be of support.  Just a job 

A Typical Day at Work:
Most days involved pursuing sales, following up on leads, and managing customer interactions. However, sudden changes in lead access often made the day unpredictable and difficult to manage.

What I Believe I Learned:
I learned how to stay motivated in a challenging environment, adapt to unclear systems, and advocate for greater transparency. It gave me a strong sense of the kind of structure and support that is necessary for commissioned employees to succeed.

Management:
Management was largely inaccessible. There was little feedback, a lack of transparency, and verbal-only communication on policy changes, which made it difficult to feel supported or guided in the role.

Workplace Culture:
The culture leaned heavily on individual effort without providing the resources or communication needed to thrive. It often felt disconnected, with minimal collaboration or accountability.

The Hardest Part of the Job:
The most difficult aspect was the ambiguous pay structure. Commission reports did not include a breakdown of what was being paid, which created uncertainty and frustration. Lead access could change overnight without explanation, greatly impacting income.

The Most Enjoyable Part of the Job:
The most rewarding part was the independence the role offered and the opportunities to connect directly with customers. Those interactions provided a sense of accomplishment and purpose even when internal systems fell short.

There appears to be an unspoken preference for a specific type of employee, which may leave others feeling discouraged from applying or advancing. It has become evident that certain preferences influence decisions. The organization continually emphasizes “quality,” yet when bonus season arrives, the focus shifts almost entirely to quantity and numerical output.

Management often reacts defensively when more knowledgeable or experienced employees provide clarification or corrections, taking professional feedback as a personal slight. Additionally, when an employee makes an error, it is frequently addressed publicly rather than handled privately and constructively.

Leadership regularly imposes expectations and demands that they personally are unable to meet. Although “transparency” is promoted as a core value, integrity is noticeably absent in practice. Whenever upper-level executives visit, the environment becomes chaotic. Employees are pressured to operate as if under scrutiny, with the underlying expectation that no one should make management appear unfavorable in front of their superiors.

On the rare occasions when management participates directly in field operations, their lack of experience and proficiency becomes very apparent. Furthermore, requests from employees seeking additional work for supplemental income are generally declined—yet when the company needs extra coverage, employees are expected to stay late or work weekends without hesitation.

This summary reflects only a portion of the broader experience. Anyone seeking a more complete understanding is welcome to witness it firsthand.

As a sales representative, your job here is to work retail store hours from 10 AM to 7 PM. Your base salary is around $15 per hour, and if you do not hit the minimum requirements of revenue every two weeks, they keep your commissions and you get none of it. I do not believe this is a great business model. Any other pest control company that you would work for in the area would pay you commissions on sales you’ve made no matter how much they are. I do not believe it is fair that if you sell $5999 worth of pest control for a company that they get to keep all the commissions. 

The meetings were worthless. not one meeting I attended was productive or informative to the sales people. It is very technician focused. This place has no room for advancement and they do not innovate or have a sense of leadership. The management sends out emails about minuscule things like fixing coffee machines rather than sending out emails to fix operational problems. This is a failing business and is only profitable because of conventional pest control services. The in wall system is a scam and only used for marketing purposes. I would stay away from this company completely. There are many other pest control companies in the area that provide way better quality of leadership, compensation and growth opportunities. Remember, everything starts from the top down, including leadership.

As the General Manager a typical day is never really typical which is what makes working here so great! Each week brings new challenges and opportunities for personal and professional growth. Moss will definitely NOT grow under your feet at HTPD!
I generally check emails upon my arrival at the Branch, meet with my Frontline Leadership Team and check in on those Team Members who might still be in the building to see how they are doing and if they have any needs.
We endeavor to have fun at work while maintaining the understanding that we have a job to do. What is that job? First and foremost we are here to take care of both our EXTERNAL and INTERNAL customers; those who BUY our services and those who PROVIDE those services!
There are no "hard parts" involved in being a part of this great company...sure, some days might be longer than others, the weather might not be perfect and we understand we cannot make everyone happy, 100% of the time but it doesn't mean we don't try! 
Listening with an empathetic ear, offering advice, guidance, and living each day to serve others is rooted in our values. 
Our culture and values are embraced by all who join our family. We are a TEAM and we seek to help each other regardless of title. 
One of the most enjoyable parts of my job is seeing HAPPY customers, ENGAGED Team Members, and BRANCH GROWTH!
If you are looking for an AWESOME place to call your CAREER HOME, if you are open, flexible, love serving others, and MAKING A DIFFERENCE in your community, HOMETEAM PEST DEFENSE would LOVE to talk to you!

A typical day includes running sales reports, comparing results of the sales reports to our various metrics, meet with each member of the sales team to discuss their day and what is needed for them to succeed, and make strategic marketing decisions to drive sales. Conference calls and meetings occur regularly to help collaborate with team members, offer support, and an opportunity to present ideas and plans to grow our business. 

Team development is key in this position. Proper coaching and teaching is required. Having a keen sense of identifying different learning styles and adjusting your teaching style to fit a team member's individual needs is a requirement. 

Like every position in the business world, there are challenges that present themselves. There can be a bit of a learning curve for those who have never been in the pest control industry prior. However, our business is a people-first business. We have all the support and tools necessary to help one achieve success through advanced training and education in all aspects of our business and this industry. We are focused on professional development for each individual. 

Additionally, we generally look to promote from within. Career advancement opportunities are available for those who wish to pursue this path. 

Overall, HomeTeam Pest Defense strives to provide exceptional service to our customer, both internal and external. We provide training, support, and the tools to help develop quality and talented individuals to be successful in a high volume industry.

Top Job Titles	Average Salary
Pest control technician 6 salaries reported	$44,233 per year
Customer service representative 8 salaries reported	$34,125 per year
Outside sales representative 2 salaries reported	$46,250 per year
Construction laborer 39 salaries reported	$16.44 per hour
Sales consultant 21 salaries reported	$47,381 per year

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