software engineer

web designer

vice president

manager

learning specialist

Newfold Digital

The company hires in masses due to more than 80% turnover rate.

Expected to complete 150+ non-quality calls per day just to make daily required numbers.  Manager rides you every minute, pacing behind you all day to "Just DIAL DIAL DIAL"  Your dials are posted in live time on a huge screen in each pit. 

You must follow a strict time schedule for arrival, breaks, lunch, leave. If one minute late or leave one minute early be prepared for consequences. (even if you came in early, worked through lunch, or stayed late the night before)   They do pay overtime and sometimes provide you with a small piece of a subway sandwich for staying.

Unprofessional constant loud noise, inappropriate music, and chaos during "dial time" make focus difficult, easily heard by those you are calling who question your professionalism.

Leads are provided but most have been called numerous times for years every few months with the exact or similar scripting.  Expect lots of hang ups and angry businesses who have had a bad experience.  You cannot see or have access to see prior activity or history.

Team members and managers are shuffled into different pits every 1-3 months.  The unspoken company policy is to never allow you to get too comfortable. Recommend minimalization of personal belongings to ease constant shuffle and dismissal.

Due to mandatory company scripting and parroting provided by your manager on each and every close, you do not develop your individual sales ability and must rely heavily on manager assistance.  You rarely are given the opportunity to use your own sales skills or go solo.  You must parrot everything your manager says even if uncomfortable, not appropriate, unprofessional, or untrue.  When parroting stops, start looking elsewhere, your days are numbered.

Promotion is almost impossible. Loss of revenue for department outweighs your career growth within the company.  The company does post all open positions allowing you to apply and even interview however the "winner" is usually already selected prior to posting. Promotions are most times given via their internal buddy system regardless of experience, qualifications, or ability.  

Few managers were actually successful in a sales role at this company prior to promotion. Many were promoted while on PIP (against written company policy btw) based on their buddy status and ability to follow any and all direction by senior management without question. (aka butt kissing) 

Regardless of how much revenue you have generated, each month of production is looked at by the company separately. You can have 6 months of excellent results, far exceeding minimums, then have one bad month and you are immediately put on PIP, threatened with loss of your job.  Most don't survive this. 

Expect heavy commission losses monthly. Big brother listens to all calls. (don't make personal calls from your desk!) Commissions are reversed and deducted from your next paycheck for any minor infraction to the company's unclear and every changing TOS.  If your manager told you to say something, even if BB can hear the manager telling you to say it on the recording, you still lose your commission or be deducted for a fine while the manager receives no consequence. Instead, the manager keeps the sale on his/her monthly report to count towards qualifying for the monthly bonus.  This gives the managers permission to make a sale at any cost.  If client services no show for their scheduled onboarding call or if the sale is reversed for any reason, by no fault of your own, and the client cancels, you lose your commission. Be prepared for frequent surprises receiving a checks/deposits smaller than anticipated.

Be prepared to get sick a lot.  Calling out sick is frowned upon with consequences. Many come to work sick to keep management happy, hit monthly numbers, and retain their job.   

You will be frequently asked to work nights and weekends offering prizes (especially EOM), and to give up your lunchtime at a moment's notice for last minute "training".  Nonparticipation is severely frowned upon, consequences follow regardless of medical or family commitments. 

The 7 values this company has posted and advertises everywhere is only a smokescreen to cover reality and should be amended, to begin with, "We do not".

It took me five (5) months to find full-time work. Definitely excited when I got the call, but lo and behold, six (6) months after starting work, I was notified the people that bought this place were cleaning house, and I was going to get swept up with hundreds of fellow employees. They claimed (business) needs rendered my position useless. This is where it gets jacked up. I was encouraged to re-apply for my own job and start the new-hire process all over again, competing against ALL other inside AND outside hires. Really? Never mind being the new kid on the block and from start to finish, getting screwed out of overtime and incentive because the company idiotically gives longer-tenured employees the option to make their own schedule, leaving me to work the worst shift you could possibly have if your job is production-based (including weekends which were a major sacrifice being a single father and all), because the upper echelon argues the point of "coverage" to accommodate a world-wide customer base, and sticking the new kid on his own after 2 weeks of lackluster training with no structure, no curriculum, and on the part of leadership, no responsibility. The advertisement of a severance package is not enough. It's not even guaranteed, because I haven't received mine yet.

For everyone else who remained within those walls: overtime completely taken away; major cuts in incentive AFTER demanding miracles from a short-handed staff; zero stock options; the least-experienced supervisors, the ones with no clue, staying on to lead the charge, while the most-experienced supervisors, voted for by the majority of lower-level employees, either get ushered out the door, or demoted for reasons unknown; the new regime thanks team leaders for their hard work and dedication by taking away raises earned well before the new regime even got there; increased work loads due to the mass downsizing; immediate changing of long-standing policies, procedures, and standards without reason, ensuring unnecessary stress and extremely poor morale among the workforce; ridiculous secrecy, including keeping the workforce ill-informed of these changes until an original, company-saving, majorly successful, habitual action is reprimanded (yes...a strategy that worked for all involved was frowned upon by the newcomers); and allowing for the creation of a stifling and daunting work environment in which the employees find themselves on the edge of their seats, waiting to be approached by the proverbial "Grim Reaper", coming to take their breath (or main source of income) away by stuffing the evidence that they actually worked there for some time into a cardboard box, snatching up the employee so quickly that all that is left is an access badge with their name on it. That last one is a very real and confirmed feeling among the people who actually got to keep their job. It should be a blessing, a reward that they were chosen to stay, but most of them by now are wishing they got the boot, because it's not healthy to walk into a workplace everyday with the same feeling in your gut as you walk in that this may be the last time you enter that building. Walking on eggshells sucks.

This place is death, and I highly discourage anyone from wasting their time, money, energy, or life working for, or investing in this failing company. Save yourselves the drama, the heartache, and the every-night meals swiftly turning into 4-hour drinking binges. There is a right way to do things, correct ways to conduct business, but the way this situation was handled, however, was, and still is, unprofessional, inexcusable, disrespectful, unbelievable, and morally/ethically wrong on all fronts- the absolute WORST I have EVER seen!

You may be treated like a child and by this I mean the benefits and incentives Yodle offers are not competitive. I pay almost $500 a month for health insurance for myself and one child. There is no 401k matching and no plans for it. Their tuition reimbursement plan is just about enough to cover 1.5 courses at a state university. In short, everything an adult with a family would be looking for concerning benefits and ongoing educational support is not there - this includes a clear cut path to salary increases and potential promotion.

What they do offer is candy, chips, cookies, free soda-pop, free t-shirts. Fantastic. If you're just out of college and don't yet have many responsibilities this may be a great gig for you, no offense intended. I really feel like 10 years ago I would have been elated to be working in this environment, free mac and cheese, what else could I want? But beware the entrenched middle management members who have very little experience, they aren't going anywhere anytime soon and this creates a vacuum where there is very little opportunity to move forward with your career. Don't get me wrong, many people were promoted, but many of them were the same individuals being singled out over and over and many of the "promotions" were just lateral moves. In most cases we are being asked to do more and more work with no increase in compensation. This was done until the employee gets burnt out and then leaves or gets fired for a "bad attitude" and then an all too eager replacement is hired to start the cycle over. This has become the Yodle way: do not develop or encourage the talent you have, get what you can from them until they are disgruntled, then replace them. In my eyes, this is a massive failure of management because they haven't taken the time to get to know their workforce, the talent that they have, or how to develop each individual. They are far too busy with their daily dose of meetings and their own personal projects to really develop anyone.

To put this another way, many of the teams at Yodle don't have managers, they have project managers who sit with the team every now and again; the rest of the time you may never see them. You and the members of the team will support each other and get to know each other very well, which is great. But not so great when it comes time to try and get promoted to bigger and better things. Your manager never had time to set out a goal plan for you and is rarely understanding of where your talents lie because they don't have the time to collaborate or get to know you. Whether this culture is by design or by accident, It is unfortunate that this is the type of leadership model Yodle currently embraces.

Finally and most importantly, I was very disappointed that their company values were not taken seriously. When I chose to live and work by them I was disciplined. I realize most companies use their marketed "values" as just that, window dressing and not really a code by which employees should use to make their decisions. It was also very frustrating to see that a year ago Yodle was a very accepting environment to work within; very little arrogance from the management staff and everyone seemed eager to cut through the BS and hear suggestions from everyone. Now, there is too much ego, too much arrogance, too much money being thrown around and the culture has suffered greatly as a result.

Honestly, the culture at EIG, and further more within each brand, is one of the greatest aspects of working here. Every employee that I have interacted with shares a common goal of being successful, so they often times go above and beyond to be approachable. Within my first year at the company, I had plenty of opportunities to spend time with management and my supervisors, at and outside the office.

For HostGator specifically, free meals are provided with each shift. There is always a fresh pot of coffee brewed in every wing of the building. For anyone searching for that mid day snack, a full service snack and vending area is in the break room, with a self check out kiosk. The Houston office has a gym, that can be utilized at any time by employees, a gaming area with a giant TV and a PS4 as well as a N64 and countless games. The break room has a pool table, air hockey table, a couple of ping pong tables, and an arcade cabinet with hundreds of old school games.

Every month, the culture committee comes up with a fun company-wide outing where the brand spends tons of money on the employees. This includes things like crawfish party on the garage roof, to laser tag, to summoning an awesome variety of food trucks to the office, and giving each and every employee a ticket to use towards any meal that the food truck provides. In months when a really popular movie is about to come out, the company rents out a theater near by and provides employees with pre-screening tickets. We watched Star Wars 7, Guardians of the Galaxy 2, and others, days before they came out to the general public.

Other benefits, like health insurance and dental are provided through the company. Pay checks are provided bi-weekly. And getting paid time off is easier than breathing. Depending on the amount of time that you spend with the company, you can get between 6 hours to almost 9 hours of PTO every pay period added to your bank.

Moving up in the company is easy. Nearly every employee in the brand starts off at front line support. There is a clear and well defined path for promotion, moving on to level 2 front line. From there, if you want to go the management route, you can become a web coach, and then work your way to team supervisor. Alternatively, if you want to go the technical route, you can move up to level 3 front line, and then you ascend to admin status, and work in migrations, or security. 

The one and only downside with the company is that they do not compensate employees at a rate that is on par with competitors and other companies.

I'm lukewarm about Web. My manager is great and shields our team from the pressure that is constant from the C-Suite but it still makes for a pressure cooker working environment. We are expected to churn out new products / features / enhancements at breakneck speed and rarely have time to properly strategize. Plus, there aren't enough development resources to get everything done that the all product teams are fighting to get done, and there is not a cohesive system to manage the chaos. I do like the people I work with - it's not as political or cutthroat as other corporate environments I've worked in, and the work being requested of me is valid (it's the timeline that is unreasonable but I guess an executive isn't doing their job if they don't push for results.) in the last year, new leadership has properly built out a marketing team and things are improving every month. 

I'd be happy to stay here longer and just grow in my existing role, but the pay and benefits are so poor I don't see myself staying much longer. The base salary is quite low when comparing it to product manager positions in this area. The thought is that our bonus (up to ~20% of our salary) is supposed to make up for it. Well, the last few years of bonuses certainly haven't hit anywhere near 20%, so I'm severely underpaid among peers at other companies. Beyond that, Web doesn't offer incremental cost of living adjustments to pay - the only way to make more is get a raise (to Sr Product Manager) or take a new position in the company. Beyond that, the lack of holidays and PTO is really disappointing - I've never had so few days off at any job. Lastly, the health benefits are not great plans and they're really expensive. All in all, it could be a good place to work if you had  a spouse with a good paying job, negotiated more vacation days into your hiring package and made sure you had a good manager (there actually are a lot of good people at Web.) 

The office is pretty laid back - 4th floor wears business casual and everyone else wears literally whatever since they're on the phone with customers. I can be myself in front of my coworkers and memes and jokes are commonly included in email threads and chat rooms

I was at Web for 4 years in two departments in fulfillment. If you figure out a system and where to cut corners (which is unofficially encouraged), it can be an ok job. When it comes to building a career, though, there's little room for advancement if you are a writer, designer, or in qc. Not the worst place to go right out of college, but you can't grow, and management was absolutely frustrating.

For example, on multiple occasions, people in various departments compiled data to help fix common, unrelated issues. Management often acknowledged they received this data, but nothing was done with it. Instead they assigned kiddie projects like logo design contests or fluffy meetings to increase morale. This simply wasted time and made us feel like we were in kindergarten. Some of us had to even deal with problematic managing styles, including snide comments in official meetings about employees and even downright yelling at them. Many of us who work/worked there have had horrible stress from dealing with this. Incidents like this weren't common or out in the open, but it illustrates the toxic undercurrent running through things.



Pro
-Flexible schedule if you worked in fulfillment (Copy, Design, Quality Control)
-An ok place to gain experience right out of college if you can keep your head down
-Casual attire
-Listening to music while working is acceptable

Con
-You get a one-time raise. That's it. 
-Lots of micromanaging. 
-If you get sick and have a doctor's note, you still have your pto taken and get attendance points.
-Many people are hired without proper experience (ex: copywriters who have no writing experience), which ends up making jobs harder for others in fulfillment who have to fix their errors without fair compensation.
-Speed is often rewarded over quality to the point where those who have poor quality scores can become t2 agents and train other employees.
-Upper management refuses to listen to real issues that affect employees every day, and make decisions that hurt them. Middle management does what they can to keep upper management happy rather than deal with what's actually going on with their teams.
-Copy, design, qc standards constantly fluctuate and often do not reflect general industry trends.
-Incentive plans also fluctuate frequently and are below average (having a speed-based plan alone is a bad idea for creating websites).

I called on small to medium sized businesses in the Nashville area (surrounding 100 mile geography).  I typically hit the road at 7:00 a.m., as I like to start my day early.  I was tasked with calling on a minimum 30 potential customers per day...or 150 per week.   I cold called on more.  I also reserviced, grew,  and renewed exisiting customers. 

I earned that digital sales is a longer sales process than print sales...which is fine, as it is a higher end sale...i.e...more baby sitting, not a 1 to 2 call close.  I had to be on top of my digital products, as I was the teacher.  Great sales is simply great teachng, great coaching.  I learned to be myself...my own personality...which is to be a great Teacher/Coach!  To motivate others!

Management at Web.com are fine folks.  They are good folks!

My co-workers...much negativism...I don't like negativism...this was a rotating door.  

The hardest part of the job was selling a complicated digital product, investing many hours with a customer, then having I.T. drop the ball, which equalled non delivery to the customer.  I have a hard time accepting others not doing their job.

I DEEPLY LOVE meeting strangers/business owners...learning about them and their businesses.  I truly love learning about people.  I enjoy making friends.  I spent a great part of my life in college coaching...coaching others - to sometimes do what they don't initially want to do. To teach them, earn their trust, to see them grow into young me.  To provide OUTSTANDING products and service to my customers......products and services which will grow their bottom line, is paramount to seeing a young man score a touch down in a big game, when he initially didn't want to do what I asked him to do. It means much to me, to help others.  It meant the world to me, to see my former players grow...It means the world to me now, to see my business owners grow.  It is the most rewarding, most enjoyable part of my professional life.  
I TRULY LOVE OUTSIDE SALES!!!  I get to be a Coach every day...I get to Coach up my customers..and I do!

This company is good for learning Tech support for webhosting. Was a fun place until all the new policies and changes took effect. Turning into nothing but a sales environment instead of helping customers with Tech Support.
After leaving another department where sales wasn't an expectation, then they say before we place you on the Sales/Tech floor, we will provide you additional training. Well, they didn't keep their word, they just throw you out there without any additional training to allow you to succeed in sales. Just throw your agents under the bus!
If upper management cared about their employees they invested in, they would work with those who are struggling to keep their jobs and learn to the best of their ability. Instead, they threaten you about write-ups for not making the sales which will lead to termination. (SUGGESTION, OFFER A SALES TRAINING CLASS ON YOUR PRODUCTS FOR THE 40+PROPERTIES YOU MAINTAIN).
They constantly change their attendance policy. You get 3 weeks of PTO. no sick time. then they added 5 days of sick time in addition. Then as of February 4, 2013, they change the policy. They took away the sick time, Then advise you that you can only occur 5 occurrences per year. But you have to have a PTO balance in order to use it. Also if you miss 2 or more days consecutively, that is an occurrence per day. Doctors notes are not accepted. Before they made these changes, you were able to get off your corrective after 60 days, but for those who were about to get off their correctives within the month they decided to change the policy, got screwed. For some it will take a year to get back down to no correctives or just Terminated. Guarantee to be placed on correctives within the first month of being on the sales/tech floor for not making your sales. First is verbal Warning, Second is written, Third is either Final or Termination. Therefore, leaves no job security. Instead you go to work wondering if you didn't make your sales, will I still have a job?

EIG presented themselves as a growing but established tech business on the upswing. The hiring manager stressed job competence, team leadership, and openness to challenge status quo as key ingredients to success - which I welcomed.

In reality, while I saw potential within the company, the feedback from front-line managers and customer-facing staff had virtually no significance in upper management's closed-minded desires for production. While senior leaders were aware of the need for significant cultural and behavioral change, no Change Management and Organizational Effectiveness expertise was present to provide input to decision-makers.

Broken down, EIG simply drives toward results without meaningful regard to implementing the right behaviors or efficient processes. This can be seen in EIG's 2019 stock performance, even though senior leadership turned over more than two years prior.

My hiring manager - a Director - stressed to me the desire to have someone that can challenge existing processes and offer solutions. However, as I presented many improvement ideas, only small processes affecting the department were welcome, while broader-impacting ideas that potentially challenged other department leaders and their processes to create a larger, synergistic and collaborative effect within the organization fell on deaf ears. I took that to mean that I should stay in my lane - which is not what was asked of me during the interview process.

Ultimately, I believe my desire to improve the larger org and encourage better partnership throughout the company - which would require acknowledgement of deficiencies - is what led to my workforce reduction lay-off. I simply did not fit the "yes-man" mold that upper management appears to have desired.

Like most call centers, metrics driven.  Primary duty is resolving technical issues with websites hosted with HostGator, typically Wordpress plugin, email deliverability, https redirect, php/plugin update, basic optimization, dns issues, redirects, guiding through cpanel/whm etc etc.  

While this is the primary expectation the customers have of you, as they are calling for support, this is not the primary expectation your manager will have.  That will be lead passes (warm or cold in salesforce to design, marketing, or wordpress live, a sort of overpriced wordpress class with limited scheduled appointments), salesforce opportunities (tracked sales you completed, payments accepted, add-ons sold, domains sold, etc) and your K/C/FCR rating.  The last one corresponds with a survey at the end of call (survey take rate is also tracked heavily) asking CX to rate your Knowledge/Courtesy/Was Call Resolved on your First Call In.

If you don't get 10 lead passes a month, you'll get a "performance plan".  Miss it for a second month, you're fired.  When I was there they payed a bit over 15 bucks for "WA1's" (web advisor front line support).  Last I saw, buccee's and target both pay better than that lol.

If you can do this job, you can sell websites to people on fiverr and make more money, give it a pass unless you need a wfh gig (not gunna stay wfh likely) right this second.  Don't get covid, they'll tell you to apply for ADA coverage just to miss work. 

Again, no advancement path.  You want to work servers and get root, then get certed up and get the real world experience, cus this aint it.

Top Job Titles	Average Salary
Software engineer 5 salaries reported	$105,000 per year
Web designer 4 salaries reported	$16.75 per hour
Vice president 3 salaries reported	$166,667 per year
Manager 3 salaries reported	$52,653 per year
Learning specialist 3 salaries reported	$52,000 per year

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