customer success manager

inside sales account executive

inside sales representative

account executive

business development specialist

Imagine Learning

Issues with interpersonal conduct:
I had a manager at one point who would mock and belittle me, sometimes in front of others. He would even belittle me on the basis of my religion. 

Issues with productivity:
People at Imagine Learning weren't very focused. I witnessed a lot of time spent (especially in other teams) where people were goofing off and not really getting anything important done. Employees often put considerably more effort into fighting against the idea of adopting new technologies than they put into eradicating technical debt. People were so resistant to adopting new technologies that it was like trying to cut through a series of brick walls with a fork. To make it worse, executive management would take away this fork once they learned about what you were doing. In at least one case, I was even told that I worked too hard and that it was desired of me to not do that. But then I was told that I wasn't working enough. It was very confusing. 

Issues with giving mixed messages:
I was consistently told that I was on the right track... until they terminated me without any explanation. They seemed to be convinced that I had not completed a particular project that I had actually completed. In fact, I had been blocked by something that was totally out of my ability to control, and the product owner even had said that I was doing fine as long as I did all that I could. I was totally on track to meet all of my deadlines except for one far-reaching goal that I was very concerned about. The basis for my concern was that it required certain changes to take place; but regarding these necessary changes, the organization was extremely resistant to making them. I could not identify any actually valid reason for why this resistance was occurring. It seemed so ironic because the company had spent tens of millions of dollars already developing technologies that were partial attempts to address some of the same overlapping issues but at a much smaller scope. Were they simply unwilling to consider the possibility that all of that money had been wasted? I spent hundreds of hours interviewing employees across the organization to collect information about every detail of the underlying problem, and I spent considerable personal time researching possible solutions and seeking best practices. I had identified the critical link between all of the problems that I was hearing about across the company. I also consulted with numerous industry experts and read countless studies. I was approximately 40 hours away from completing my report (which contained the summary problem and its solution) when I was terminated. It was one of the greatest shocks of my entire life. Despite countless emails, I have yet to find out why I was terminated. 

Debilitating shortsightedness:
The company seemed to have no trouble pouring millions or tens of millions of dollars into projects that were failing or hemorrhaging money despite my efforts to redirect the efforts, but the company was never willing to actually listen to my advice on these critical issues. Even after I spoke with the company's owner, and even after he validated the critical importance of what I had been saying, I was still terminated even though I was working on what he said was the most important thing that we could have been working on. Even when brought these specific issues to the attention of executive management, it was extremely difficult to get them to even admit that the problems were real. However, they were never willing to hire certain key individuals (despite my every attempt) that were necessary for those initiatives to be successful. I spent over 18 months trying to get one particular role type hired, but they never once even created a PR1 for that position. In fact, I heard that a member of the executive management was passionately against the idea. They also never seemed to believe me when I repeatedly made efforts to change the focus of projects towards developing solutions to solve more critical or blocking problems that would deliver substantially greater ROI. I was treated as if I was always wrong unless I agreed with them. I was even given reason to fear my termination whenever I challenged what I was instructed to do, even when I was given conflicting expectations or contradictory requirements. 

Contradictory requirements:
Was I terminated for disobedience? That would only make sense if I was failing to do what I was asked to do. But I never did. I did exactly what was asked of me. I just think they never spent enough time thinking about what I was saying or about why I was trying to make certain things happen. I don't think they were willing to see what I was trying to do. As a consequence, I was repeatedly asked to complete projects that had life-threatening constraints that made the projects incapable of successful completion. If I had a problem with managers' unwillingness to help me to correct errors in the requirements, I was insubordinate. But if I did what I was required to do, then I was contributing to a failing project. In a way, it's like I was set up as a scapegoat so that the company would have somebody to blame when the project ended in failure. To make it worse, when I attempted to obtain critical information that would allow me to validate which direction was right, I was treated as though I was off-task or wasting time or disrupting the project. If people quit, then responsibility that would have been attributed to them suddenly would be shifted to you, causing you to take full responsibility for the state of the situation. But if you raised the warning voice, then you became the target.

Setup for betrayal:
The company policy is that all requests for recommendations and references must go through HR. That sounds like it should be fine, right? Well, if they terminate you, they can completely prevent their other employees from being able to provide you with any recommendations or references. This can cause problems for you to obtain future employment. I was even asked by management to lie about something. It caused me to feel very uncomfortable. One of the employees whom I spent many hours working with and whom I considered a close friend even retracted a very glowing recommendation that he provided me after he discovered the policy that prohibited him from giving the recommendation.

Severance:
They may be willing to provide severance when they terminate you, but you will be required to sign an agreement that you will not sue them for basically any reason; moreover, you must be willing to sign to waive your rights to many federal laws that prohibit discrimination and other forms of unlawful employment conduct. 

Poor communication:
Worst of all, not a single person would tell me what I had actually done wrong. In fact, I never got any feedback about anything that I could have corrected to prevent my termination. The most detailed form of correction that I ever received was that I was informed that I was ineffective with my ability to communicate technical information to non-technical audiences. What did I do in response? I decided to take a college course on technical communication, and I worked very hard to maintain an A grade in the class. Did it make a difference with Imagine Learning? Apparently, it did not. 

Willingness to support family:
One of the only things that I can imagine that may have contributed towards the reason I was terminated is that one of my family members was seriously injured, which required me to work remotely for approximately two weeks. It was immediately upon my return (literally my first day back in the office) when I was terminated. They said that I apparently wasn't focused enough, which was impossible because every hour that I had spent working during the weeks prior to my termination was to drive forward the exact initiatives that were openly agreed upon as valuable targets for me to be working on. 

Possible issues with dishonesty:
I spent countless hours communicating with managers. Many of these managers were in very strong agreement about the critical importance of solving particular problems that I was adamantly pressing the company to help me solve. Since I was terminated without any valid explanation, I am only left with a belief that either these managers were lying, were similarly ignored by executive management, had been silent at critical decision points, or didn't actually understand what they were talking about. I just simply cannot wrap my mind around the paradox. I just can't find any other explanation. 

Lack of willingness to follow good business practices:
Imagine Learning was never willing to allow me to conduct a formal requirements gathering process. This constraint was very unprofessional and made it impossible to develop ideal solutions.

Summary: 
I am very disappointed by my experience with Imagine Learning.

Edgenuity offers flexibility to virtual instructors in what they call their "IS" department - or instructional services. However, you are dictated to on the daily. You have the ability to "choose" your hours, but you can never really be praised at what you do. There are supervisors, who are one step up from teachers, admins, who are one step up from supervisors, then a "secret" world of people above them who dictate everything you do. They might as well replace supervisors because it all comes from them. Plus, your job can change on a whim. The company could lose a client, so you're suddenly being asked to get another license in another state or you can't be "full time" anymore. The pay is pretty mediocre, considering most states went through teacher raises. The company is based out of Arizona, but they are not raising teacher salaries like the districts are. You have to attend countless meetings, all of which could have been an email, and have someone who probably never taught before read your emails to students and give you advice as to how to teach. The job is boring, there are NO opportunities for advancement, and your raises are 1-4% a year, max. The company is growing, and they always promise there are "opportunities for advancement," but they probably will just hire someone from the outside. At least, that's what they've done consistently. And, when someone internally is promoted, it's very few and far between. There's a lot of teachers, but not a lot of opportunities to do anything else. The company as a whole seems to have a different culture than that of this department, but you can't exactly transfer out of it. So, buyer beware here. Oh - and if you're part time, forget about getting paid regularly. You get paid based on enrollments, and you might not even have any. They just might not have a contract wherever you're licensed.

I had high hopes for Imagine Learning but I was extremely disappointed with the role of "teacher" I would say "teacher" title is misleading more of a glorified customer service agent.  However unlike my former company I had to protect my reputation that was accomplished with 5 star customer service daily online monitoring for technology and social studies courses; grading, weekly student communication, closing out students. Their canned curriculum kills creativity so the "teacher" is left to emailing and nagging students through email, texts, phone calls even visits yet there is no data to support that any those intrusive methods work. I never saw any data or feedback on my work performance because they probably sell it to a third party.  At least when I worked in a public-school there was 100% transparency with Imagine Learning there was nothing I was kept in the dark. There professional development is weak for being a so-called "ed-tech" more a woke corporation with tons of students from public and charter schools who refused to do the coursework some were depressed and stressed to the work with sky-high failure rates in the 70s.  Another issue non-existent training you were learning Imagine's clunky learning management system with the talking heads videos with a massive database of students Imagine piles on 300 students or more on full-time customer service agents (teachers) meaning you never teach. 

This company severely lacks basic levels of integrity. I applied and interviewed for an Account Manager position and during the interview process was asked if I had any supervisory experience. I was honest about my level of experience and let the hiring managers know it had been years since I was in a supervisory role. Regardless, I was offered the Account Manager Supervisor position after 2 further interviews.
I left a position I had held for 4+ years for this opportunity and was excited for the amount of growth that seemed available.  

3.5 weeks later I was let go for lacking the "required supervisor experience" for the supervisor role. No explanation further than that - just leave your stuff at your desk. 

I received zero guidance, zero training and zero support in my short tenure with Edgenuity. I was always on time, supported my team to the best of my ability and was doing everything that was asked of me at the office.  There were no conversations regarding expectations from leadership and in fact, I was told I was doing a good job! 

Now, I am left with no way to support my family and no benefits. Without so much as an explanation. The only way to describe this type of treatment is no integrity and no leadership. Why ask someone to take on a role higher than what they applied for only to terminate them less than a month later for lack of that experience? This organization is run by immature leaders who do not have any idea how to develop a staff. I am a loyal employee and always give 100% to the roles that I am in - Edgenuity should be ashamed of themselves.

Teammates and company at large are often feeling on thin ice after 4 rounds of layoffs in 1.5 years. Our team has not had bonuses or raises  in 2 years (though apparently we're getting them this year). Despite this, the work can be rewarding and team members are often very kind and easygoing - Many remote opportunities and work-life balance is better than that of other companies I've worked for.  I have been hearing word of RTO policies coming into place for those near headquarters. Lots of shifting priorities. Lots of focus on AI, which often lessens product integrity. Many often feel a lack of direction and have been left to steer their own ship. Despite personal significant growth in company and responsibility and requests for title changes or raises, I have been met with consistent push back and "we just can't do that". All this said I wouldn't say the job is bad or the company is something to avoid, just know it's a stepping stone for most and because of that they struggle to retain talent. Laying off talented team members doesn't help either... Upper management should really reconsider their business strategy if they would like to grow long-term. Unfortunately, I believe this corporation to be one that buys up and spits out start ups with little regard for the products and people who make them run, and with much more attention to the bottom line and short term gains. 

There have been two big layoffs in the last year. I have worked for this company for several years and I am only making $.1.00 an hour more than when I started. The pay is becoming significantly lower than other companies. Working the asyc side is not bad but it is all about numbers and phone calls. The number of monthly meetings are ridiculous, and you are expected to attend or watch the video and then fill out a form like you are 8 years old. The meetings are often held at 4 or 5pm and on Fridays which just smacks of "we don't trust you to work on Fridays"  When emails go out, they get resent out from your manager with a note to make sure to read the email. Again, micro managing and not treating us like professionals. There is a use of Slack and you are expected to be on and participating even if it is a social type of thread- which not all people like to spend their work time answering "water cooler" questions." They try to do teacher appreciation stuff, but it ends up being more work like you decorate your desk or make a team character ect. Fun still means work, something you have to do. The curriculum has not been updated in many of the subjects and the work is not great. If you are a teacher trying to get out of the classroom, this might work for a bit, but keep looking. I am only sticking around because it is easy work and I can work in other places but you are worth more than $20 an hour. 

Imagine Learning is a mission-driven company focused on improving educational outcomes through technology, and that purpose is genuinely reflected in the work. The organization is passionate about supporting students and educators, which makes the work feel meaningful and aligned with a larger goal.
The company culture is generally collaborative and supportive, with many team members who are knowledgeable, kind, and willing to help. There is a strong emphasis on innovation and continuous improvement, and employees are often encouraged to share ideas and think creatively. Flexible work options and a focus on work-life balance are also positives, depending on the role and team.
That said, like many growing education technology companies, Imagine Learning experiences growing pains. Communication can sometimes feel fragmented, and priorities may shift quickly, which can be challenging for employees who prefer structure and long-term planning. Career advancement opportunities can vary by department, and processes are still evolving in some areas.
Overall, Imagine Learning is a good place to work for individuals who are passionate about education, adaptable to change, and motivated by purpose-driven work. Those who thrive in dynamic environments and value making an impact in education are likely to find the experience rewarding.

Overall training was good. Realistically you learn more on the job as a lot of what was in training is different from the platform. There are a lot of assurances but beware…. With little notice it can all come crashing down- zero job security. Pretty consistent movement of students. Can’t get yo know them when every few weeks they are moved and you get an entire group of new kids. Class loads are based on enrollments which are courses. So you might have only 60 kids on your roster but over 200 enrollments, multiple grade levels and some very unrealistic expectations. You will witness a lot of “parent  completed work” which is obvious to any seasoned teacher, but since you are on a virtual platform and cannot 100% prove it, there is no support from management to confront the issue. Content for kids K-2 is extreme in terms of assignments such that it is not realistic to think such aged children could work through the content independently. If child and adult work through every slide and read everything it’s a decent curriculum. Most families didn’t have even the most basic school supplies (ruler, crayons, play doh…) PE course was a joke. One will get out of it the true time and effort they put into it. The “learning coach” - eg: parent/guardian is expected to be the student’s primary teacher.

The company when I started had a very clear and driven focus. as the world of education technology changed their inability to adjust and grow did not follow suit. 

The staff at the home office and those in the field are often at odds and common understanding and respect on both sides of the aisle with regards to field and home office staff can be lacking.

Many items are often announced with no road map and not once in the time I was there was a single timeline met with product development. 

The best part of this are there is some flexibility in your schedule and you do have some of the best and well intentioned people you will ever meet. Many smart and talented people work here with a wealth of knowledge. Many of the friends I have made are people I continue to speak to even though I have been gone for some time. 

Ethnic and gender diversity is severely lacking however that has not always been the case with ever team. A significant number of the members of the team are Mormon and though there are some strong cultural differences between the LDS  and non LDS staff I can definitely say that many of the people I speak to are LDS and they are nice. 

If there we even solid half attempts on these issues it would be light-years better.

The set-up has potential. You can work from home and help people learn, and you get to use and keep up with technology and various curricula.

But there was no guarantee of decent hours, hours could fluctuate as numbers fluctuated, and to do a genuinely high-quality job would require more hours than they actually allow.

I ended up with lots of students, lots of different subjects, but not enough allotted time to treat them as they deserve for a quality education.

Local administrators often allow students to take online quizzes and even tests an indefinite number of times, which means many students will not read or listen carefully, but will take the quizzes and tests until they get by -- even "final" exams. Many local administrators allow students to use notes or the internet on tests and quizzes, and if they do, there is nothing the "teacher" can do about it.

No benefits were offered unless enrollment increased to a very high level.

Top Job Titles	Average Salary
Customer success manager 3 salaries reported	$68,006 per year
Inside sales account executive 10 salaries reported	$82,900 per year
Inside sales representative 6 salaries reported	$25.00 per hour
Account executive 4 salaries reported	$85,270 per year
Business development specialist 7 salaries reported	$379 per day

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