sales representative

recruiter

sales trainer

customer service representative

senior recruiter

Merchant Services

Pros

The corporate office is great, with a super friendly staff. They have an A+ rating with the Better Business Bureau, and they have awesome holiday events. Day-to-day operations on the recruiting side of the building have proved to be an interesting experience. It certainly is the company's goal to focus on how to get new candidates hired, and in the field making sales, but sometimes that process does change based on the individual explaining the process to you Ultimately, the pay is good hourly, but commissions can have a big impact on your earnings. Which a big portion of that is completely out of your control.

Cons

Transparency is one of my biggest concerns. After finding the candidate on your first, second, or third attempt through calls, voice mails, and emails, you must get them to conduct the video interview (the first step) and have the video approved by the hiring manager. Once the candidate has been identified, a phone interview will be set up to discuss the position, which can take between 30 and 50 minutes depending on the candidate. We will go over the products and services, compensation, training, and answer any questions or concerns they may have to make sure that they are a good fit for the position and that they understand everything, including the fact that this is a 1099 position which pays commissions and residuals only. Following that, we schedule a final interview, and if they pass it, they are scheduled to attend training. It is imperative that you follow up with them following the first day of training to ensure that everything is set up as expected, and then Boom that will be the last time you will speak to them. The commission structure is based on the number of candidates who successfully complete the training. The structure of your commission increases as more candidates complete the training. The transparency of knowing who finishes training is kept from you because other recruiters have in the past messed that up by reaching out to candidates who dropped out, and it resulted in a negative experience for the candidate and the company overall. There should at least be a tool that informs you how many people have finished so that you can budget your expenses based on the amount of commission you will receive. It has been various changes in procedures regarding how to call candidates, conduct interviews, and expectations regarding the number of calls you must make and still conduct interviews in order to establish candidates on the training roster. As far as I am concerned, this is a revolving door position with little to no training and high expectations for performance in order to produce candidates. Their focus is on numbers, and ultimately those who are judging you are not on the floor with you showing you how to perform your duties. They are in their offices working on what needs to be done, and not properly leading their teams. In spite of the fact that this can be an excellent job with great potential and benefits, there are certain things that you should look for in a company prior to interviewing, regardless of the pay alone. I would have never interviewed with this company if I had read the reviews online. The reviews are another big obstacle as you interview a candidate. There's more I could say, but I think that's enough to show that working as an IBC Recruiter for SBGA might not be right for everyone.

Advice to Management

Upon hiring a new employee, I believe there should be more training than watching the mandatory training sessions for IBCs. It should be a portion of that to obtain an understanding of the business language, in addition to videos and training regarding how to be an IBC recruiter. Instead of watching their training session and being thrown on the telephone shortly afterwards with a script. Put in place a system that informs people what they will receive for commissions, so they are aware of what to expect. Especially when they mentally believe they have nine candidates completing training and only receive payment for two. I will not go into full details of the commission structure, but let me clarify that that is a significant difference in terms of income. Provide one-on-one training to your recruiters by playing role plays and providing commentary that will assist your recruiters in becoming better. Invest the time in doing this. I understand we have to be on the phone making calls all day, and at the end of the day there is an email that shows all calls, interviews, and the number of people who are scheduled for final interviews. However, do not forget to mold your team so they are uniformed and on the same page so we are all able to achieve consistent results.

SBGA Response

We’ve reviewed the posters comments, and we acknowledge and appreciate much of the constructive feedback about aspects of the job that we could improve. We further appreciate the professional phrasing and positioning of the feedback – it’s clearly written with the intent to provide feedback that would serve to improve our operation. There are a number of points, specific to training for the position and how we provide team members with reporting that we can incorporate into future training updates. We wish this poster all the best with his future endeavors.

Lack of upward mobility, coaching, or real advancement opportunities. Management expects new hires to make suggestions on how to improve workflow, critique processes, and attempt to devise ways to streamline. I have no issue with that, but suggestions were not taken into account.

Expect to be micromanaged. You will look for fraudulent activity, and present the case to upper management, but deals move regardless. Underwriters encouraged to push as many files as possible, yet that ignores the whole point of the job: to pend risky accounts from moving forward so the company avoids undue risk. 

Advised to move risky accounts forward, (poor credit, no proof of company existing, large transactions, high industry risk of money laundering, etc.) without solid reasoning as to why. "Just say approved by management". Not wanting the risk to fall on yourself, one would be smart to write, "advised by management to move forward"... then discouraged from doing that. Do not encourage your underwriters to think critically, analyze risk, and pend accounts, and then discourage them for sticking to their guns on their decision to not move the account forward. 

Rules and processes were constantly changing. Management didn't have a full understanding of their employees workflow to be able to make appropriate suggestions. 

Everything has to be passed through management, even down to simple tasks. As a result, the underwriters have less agency in the decision making process, workflow is slowed down unnecessarily, and management has far too many responsibilities. Felt I had little-to-no agency in decision-making. 

Management does not provide any positive reinforcement for hard work or excelling, which drains employee morale and engagement. In advance of a performance review, direct management advised me that there would be no raise available, despite their efforts and did not mind if I just do, "the bare minimum". Was told, "I understand if you're looking for another job, since the pay is so low...". 

Why make an effort to excel, work hard every day, if any efforts go unnoticed, and management encourages you to do the opposite? 

Workplace culture was odd. Very relaxed, but oftentimes too relaxed. Saw coworkers curse out management, or cause a huge scene, and go unpunished. 

I had the opportunity to work for them. We were given training for 1 week only and then they let you work on your own, but I was constantly bombarded with emails about getting LT's for the day. It made this job go from fun to just stressing me out. I was constantly calling out to restaurants which I thought would be easy, but it's not. You get a lot of people who aren't interested, angry, mean or just hang up on you before you can talk. In this job you were paid by your performance each week and how many LT's you generated. I was with this company for a month before they decided to let me go and in the middle of a shift no less. They didn't give me a heads up before. That was totally unprofessional of them to do. 

Anyways, if you are looking for a job look elsewhere. I wish I listened to the reviews before applying, oh well, you live and you learn.

This place treats you like a robot. Your not even a person your just a number to them. They want you to make money for them and then pay you in bonuses when you try to do their ways. This is not a company for people who want to keep their INTEGRITY IN TACT!!! They push you to keep those dials going to make money!!!  One dial a minute is about average. Just not a good place to work. I’m thankful I found something better than this place!!!  The LACK of management unless your making them money is the pitfall of this place. People are NOT compassionate or care. They just want you to get in make money and get out. They do not care about you as a person at all or anything. Do not waste your time with this company!!!!!!!!!!!!  

They pay everyone other than the sales reps $20 an hour, no overtime, no bonuses. They have ridiculous standards. They want 100% accuracy and speed for data entry and pressure you to move faster, no matter how fast you work. They lie to merchants and have shady business practices. No team building. They micromanage your time. They force you to take breaks every two hours even if you’re in the middle of something important. You cannot choose when you take lunch. They never buy lunch or treat us to pastries and donuts in the morning. No corporate culture. They discourage friendships between employees. 

Worked here for 6 weeks first few weeks I was very successful things were going well and then i had a few slow weeks in terms of LTs and suddenly get a phone call mid shift saying that i was being let go. Despite still making over 250+ calls a day and eager to get LTs they don't care. My Negative feed back is that its a very negative environment Between getting constant rejection on the phone you have your supervisors constantly letting the team know how terrible everyone is doing. Would not recommend this place unless you're absolutely sure and experienced as they have no regard for the employees and there personal wellbeing.

What is the best part of working at the company?
I was not told the truth of what I was going to sell, they are hiding that they are selling card payment machines.

What is the most stressful part about working at the company?
Calling locations that had been call by others in the same company just days before.

What is the work environment and culture like at the company?
Position only was only remote so I can not rate the environment.

What is a typical day like for you at the company?
calling only restaurants, they tell you can sell else where but once start only told to call restaurants.

You have to have experience in making calls to talk to people or you will fail. Paid training which was fun. First two weeks are smooth just get your rhythm. Make your calls and cash in if your motivated. I like paying my bills and being at home. People on here complaining are bullshitters they can't do a simple job. Go work in the fields then or construction and tell me being in your own home office with AC and snacks it's not a good job here. 

UCI hires people for the Irvine office plus people in other states. I think most call center callers work from home. Its fun to listen to the call center supervisors award and cheer on the calling people.

Customer service, billing, recruiting and the sales teams work in groups and everyone seems happy at breaks.

What is the best part of working at the company?
Working shift clocked in from lunch.  Couldn't log into system  called sup she put in an it ticket and 3 hours later got a call from hr they canned me.  Should have known a scra badcompany when they changed the pay schedule while in training 

What is the most stressful part about working at the company?
Lack of professionalism  and understanding professional

Top Job Titles	Average Salary
Sales representative 18 salaries reported	$85,000 per year
Recruiter 10 salaries reported	$22.20 per hour
Sales trainer 3 salaries reported	$24.17 per hour
Customer service representative 5 salaries reported	$18.50 per hour
Senior recruiter 2 salaries reported	$27.50 per hour

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