appointment generator

brand ambassador

sales consultant

window/door installer

sales representative

Renewal by Andersen

This review isn't to discourage new comers or want to become new employees at rba. I will try and be as detailed as possible if you are interested in working for rba. Every company has it's flaws same goes for RBA.

Pay is a decent starting wage and also depends on shift. A small percentage shift premium increase.

1st: $15
2nd:$15 + 6% ($16/hr)
3rd: $15 + 9% ($17/hr)

New direct hires can only be placed on 2nd or 3rd shift (it'll take years to go on 1st shift, if even possible to move to other deparments). 1st shift employees are mainly temps or senior level production employees. Most employees are cool and laid back that are willing to teach and train but not so much as those department/team leads&supervisors. A lot of Favoritism. 
It's difficult to get raise and and advance in opportunities. If you prove your worthy and higher ranks like you, then you may have a shot in advancing positions otherwise you are considered and treated as a grunt/peasant worker. Some takes pride in their work while others were there just to get a paycheck. I was one of those that just showed up for a paycheck. It's not that I didnt care or take pride in my work but its other problems and things that made me treat this job like a dead end job.

Majority of the time, overtime is mandatory (work 6 days per week or at times volunteer stay late after shift. This will be unpleasant if you are usually busy every or every other weekend or if you have things to do after or before work). No flexibility (can be difficult) for time off (IF) time off isn't requested months in advance. If you don't have any serious commitments (school, kids, 2nd job etc) then this job will be a no brainer for you. Also you will make a decent paycheck. Bi weekly payroll. Benefits kick in right away except for 401k and company stock. Will need to work there for at least 1 year in order to obtain 401k and other benefits.

Rba needs to have a better training system. A possible suggestion is to have certified trainer(s) or more leads to observe, correct and train new hires along the production lines instead of 1 sup and lead overlooking the entire department.

Quality issues happens quite frequently along the machines, assembly lines and products/parts to make the windows and at times even finished products.

Work environment is VERY loud and dirty. Very fast paced and stressful due to quality issues, assembly issues etc. Must be able to keep up with production if workload is there. Otherwise you're repetitively doing the same thing for 2 hours and it can be strenuous at times. At times, I've seen new employees get let go because they can't keep up with production.Windows can easily weigh over 100lbs and will require assistance with lifting or moving. Repetitious work but roles are rotated every two hours.

Every minute you spent once you're clocked in, is being monitored some way some how. Every hour and shift duration, you have to meet certain quotas. If your department falls behind, the whole team gets their behind chewed up by the sups or managers which may lead to potential overtime on a Saturday. A lot of things need to be considered in order to hit daily goals for every shift otherwise, production processes and quality issues comes a long way (those two are major issues).

3 break rooms at all three main entrances.

One of the biggest downfall are the breaks. All breaks are paid which is why the breaks are so short. Two ten minute breaks and one 15 minute break for lunch. If you brought lunch that needs to be heated or is stored in the fridge, you have less than a 15 minute lunch break (more like a 10 min lunch break). 1-2 mins is spent walking back to the break room, another 2-3 mins is spent to heat up your food, about 5-8 mins to scarf down your food like a starving animal without even enjoying it. And another 1-2 mins to walk back to your line before the break buzzer goes off otherwise you can written up for it. This is why I do not pack a meal for lunch at work and only pack snacks and fruits.

This is as thorough as I can get. Remember, I didn't write this review to discourage new comers or want to be. These are flaws for me that I found as a former RBA employee. If you are a single person with no ties attached to any serious commitments or just some one that doesn't care what job they get and want to make a decent wage/paycheck, then this job is for you! Otherwise, look elsewhere in my opinion.

When I first started working here, I really loved it. I enjoyed that they seemed to be personable, and did not go overboard with the corporate/business like feel, however, over the years that changed drastically. I appreciated the family-like feel, but soon came realize I was only being naive. I fell for a lot the typical tricks corporate companies use on their employee's when they want to underpay them, and over work them. They offered us lots of pizza parties, and "special" dinners for reaching goals collectively, but never seemed to offer too many raises reaching our individual goals. I was working there for about a year and half when they changed my entire job description, which entailed much more work than before, at the same base pay, however, since business wasn't doing as well the prior before, my bonuses suffered greatly ( again this bonus was based on a collective effort, not an individual effort). I was barely making ends meat at home, and made that clear to my boss a couple times, but it was only swept under the rug. We were told we would be getting raises soon, at the beginning of the year, but never told when, or given any indication of a range they might offer. I reached my two years, and I received no review, or raise, which I thought was very unprofessional, for a company that like to promote itself to the outside world as extremely professional. I then realized that if you were in the in-crowd, raises and promotions were made easily available, however, not everybody that was promoted was treated fairly. Some people were promoted out of necessity for the company, and were paid pennies compared to others that they wanted to promote due to favoritism. I am disappointed my company (though it doesn't much like I belong when I MY, it is strictly just because I still work there) when I finally saw the favoritism, in which, i refused to believed for the longest time, in addition to the unprofessional gossip about those who were less-favorably  promoted (including me). They also would gossip about new agents that were slower than others, or having some other difficulties. They would also gossip about people who left the company in haste, due to their abundance, in what I now perceive as common sense. Who would want to work that hard, for that little pay? Who would believe promises of promotions and better pay, when clearly starting out with such a offensive base pay, and an excessive amount of work? Me, obviously. So while I am disappointed in the company for all of this, I am more disappointed in myself for believing in the management, and the family oriented workplace that they promoted to us deceitfully. I am laid off right now, as my position was not found as valuable as they made it seem, when I needed a day or two off for personal issues, and I continue to cross my fingers daily, that they will continue to see my position as invaluable, because I make more money on unemployment than I ever made there, and I honestly got knots in my stomach thinking about re-introducing myself into that kind of an atmosphere.Everything going in the world right now with this pandemic, and my biggest fear is going back to work. I consider myself a professional employee, so If i do go back, I will do as my job description asks, and I will work to the best of my ability to provide good service for our paying customers, however, I have woke to all their tricks, and if I am not offered a raise, they will lose a good employee, and with all my experience from their company, and prior, I will find a better job that actually stands behind what they promote, and pays me the way i deserve without making me feel small, or the making the people around me feel small. Nobody should ever leave work feeling small, and inferior, because they didn't do things perfectly, that's what our family is for at Thanksgiving dinner, not our work place. Thanks for reading, and heed all warnings!

I honestly don’t even know where to begin. Renewal by Andersen has to be the most atrocious company I have ever worked for. For starters, they extremely lack professionalism. Management is very corrupt and messy. They will talk badly about employees and even new hires behind their backs upon hiring them. (Literally every single employee, they have something to say about everyone for some reason.) The atmosphere is very childish, kind of like high school. They also sexualize many of the employees, myself included, on multiple occasions. They cannot even seem to follow their own rules. 

Ex: Managers/Supervisors Smoking at an indoor booth, getting intoxicated while on the job at events,  not providing full training sessions and ending them short because they “didn’t feel like going over stuff”( and then proceeding to harass employees over why they are not doing so well at work.), stealing appointments from new hires/everyone

Even after bringing appointment stealing to the regional manager, she said to just “sweep it under the rug for now” so they have no problem stealing people’s money. They also like to gossip when you bring a work related problem to their attention. If you are being mistreated by a management figure, there is no one to go because like I said it’s like high school for them so they gossip between each other and just laugh and mock you behind your back.

They also mock their employees and are reluctant to do things the professional way so that they can continue to lie and cheat people out of their money. They complain and nag endlessly on why the employees are not producing and how they are “replaceable” when in reality their tiny brains cannot seem to comprehend that if put in a bad location with the wrong audience that it is impossible to provide them with leads. They will also have you drive for miles and will not pay you for it. If it’s a far enough drive they will only pay you a certain amount “if they feel like it.” 

Another lovey thing about the Renewal is that they do not care about your safety whatsoever. They will instead yell at you for not providing them with leads and that your safety is not “worth losing a lead”.  

They hire anyone, and I mean ANYONE. This explains the chaos and mess. However, employees who are hired quit within 10 days because they find out they have been completely lied to. The high turnover rate is insane.They will try to oversell the job to you, when in reality they will not provide those things. They will cut your hours for no reason, you will not get your full commission because there’s always a nonsense excuse as to why. They will take you off events and put themselves on them. They don’t give their employees a platform to keep track of their leads, instead they have to rely on the people who steal them to tell them where they stand at. They constantly shame and put their employees down stating that “we are paying so much and no other place pays as good as we do!!” When in reality, that is not true. There are many better jobs with much better pay. They also take secret photos of unsuspecting employees on the job and shame them in a group chat. They also fire people for sitting, yes you read that right, sitting. 


I did my above my best and tried to fix many broken things in this system but in the end, Renewal has no potential whatsoever, it’s a lost cause and thankfully I quit. The rude homeowners are the least of your problems at Renewal. If you care about your mental health, I would advise anyone who gets a call from Renewal or applies here to apply literally anywhere else. You would have a much better time working for a fast food chain than working here.

What used to be a family oriented company did a complete 180 within a few months due to changes in management. The company is currently ran by younger females who clearly play favoritism and have their own agendas. 
The owners of the company are truly wonderful. It's a shame that they are stepping away and have put a tremendous amount of trust into the newly appointed general manager. I was employed with renewal by Andersen for three years. I was extremely dedicated and enjoyed the responsibilities and opportunities for advancement within the company. The owners made it seem like they cared about you and were extremely patient and understanding. I absolutely love them. 
I chose to leave the company after returning from a short "vacation" and found out I was expected to work everyday while on vacation and to check in with my manager. On top of that I was called multiple times at the request of the manager from my employees for basic questions that could have been resolved without my assistance. I was also required to come into work when I had strep throat. In the past, management would have asked how I was feeling and given me the proper time off from work to get well. In the past, I was allowed to use my vacation time and enjoy the time away from work without being expected to check in on a daily basis to ensure everything was being taken care of. In the past, we were given instructions not to bother or email employees on vacation because they were entitled to take time away from work. 
Upon my return nobody asked me how my vacation was, how I was feeling, if I had a nice Christmas. Instead, I was asked why leads weren't checked and other incidents that happened while I was on vacation. This on top of many other similar unpleasant encounters as of recent extremely offended me, so I resigned. I do not want to work for a bunch of caddy females who could care less about a person's wellbeing. 
I did a great job for renewal by Andersen. I was a strong asset to not only my department but many other departments in the Seattle and Spokane office. I sacrificed much time and was very loyal to my company and I absolutely loved my job with renewal by Andersen until it became apparent that the new management did not want me there. 
Management went out of their way to try to make me look bad and try to establish to the owners that I was an inadequate employee. I always hit my numbers. My employees enjoyed working under me. I provided them with proper leadership and ran a successful department. It's a shame that the proper people failed to notice what was going on and as a result I had to leave. If the owners would have invested more time into seeing why employee turnover has been so high recently I feel like the work environment would have been slightly restored. It's as if they are blind or ignorantly blissful. 
As of today, Renewal by Andersen of Seattle is not a professional place to work. I maintained close relationships with many past and present employees of different levels and they all feel similar. Management is a nightmare. They pay their employees enough to put up with it but still inside everyone is unhappy. Their demands are unrealistic and the family oriented dynamic has diminished to near non existence. I would never work for a company who treats their employees like this. It's not okay to bully people out of their positions.

This was the biggest disappointment of my professional career. 

Hours: This is a 60 hour, 6 day per week position, regardless of what they tell you. Everyone works Saturday or Sunday, you’ll see for yourself as soon as you get a company email.  The ability to have some control over your schedule equates to having the choice to stay up all night or wake up extra early to complete your jobs, and which day of the weekend you work. The only way this job is reasonable is if you aren’t scheduled measures on either Friday or Monday for an office day, but that won’t happen.  

Training: DO NOT accept this position unless you have window/door background or experience. The training was seat of the pants with no forethought, management, or follow through. You get whatever the incredibly busy person you're riding with feels like teaching. Don’t trust your livelihood to their very poor training practices. 

Vehicle usage: Do not trust that the monthly stipend is an honest amount for the usage of your vehicle. You can expect to average somewhere around 50-60k miles per year. Your vehicle will be completely worn out and need replacement when you’ve still got a few years worth of payments left to go, and you’ll be the one eating that debt. It’s not unusual to have a 4 hour drive to your first appointment. 8 or 9 hours of driving in a single day, then you’ve still got your entire job to do. Not to mention monthly oil changes, weekly car washes, tires every 10-12 months and other miscellaneous items. And you can’t deduct any of it on your taxes. The vehicle stipend needs to be double or triple what it is to be fair. 

Culture: Probably decent at the office in Denver, but not the reality in the field. Everyone is stretched too thin.  

Equipment: I was given junk equipment to work with. My iPad had constant problems that no one ever seemed to care to fix, and my laptop actually died. The solution, “bring it by the office in Denver and we will check it out.” That’s a 9 hour round trip drive. Their software is absolute garbage too. To their credit, I didn’t worry too much about my equipment the last few weeks there because I had mentally checked out. 

Overall, they’ve taken what could be a cool job and ruined it by forcing you to work crazy hours while destroying your own vehicle for mediocre pay. Most of the time you’re just riding around alone and it’s not so bad, but there is very little support from the company. 

This is probably just an OK job in Denver where the appointments are far closer, but on the Western Slope it’s intolerable. Calling this a project management position is also a bit of a stretch, it’s more of a technician position with a small amount of copy/paste style project management. 

True or false

No cold calling! - But you are required to knock on neighbor doors to drum up leads & required to call previous clients  cold calling

100% Of leads are generated for you through traditional and non-traditional marketing. - True

All leads are pre-qualified and pre-confirmed.  - True

Our compensation plan rewards solid performance with a strong commission rate and the opportunity for performance bonuses. 10% Commission, sell $125,000/month you get .5% More..Up to 2%...Everyone on the team must hit their plan, or no bonus no matter how much you sell above $125,000in a month.

At plan you will earn $150,000 - not true

Median income is $180,000 to $250,000 - not true $100,000 - $125,000 is realistic between march and november (business stops, think of you changing your windows or doors in winter) your earning must be done between march and november, you will see a drop of over 60% in earnings.  Ask them during the interview to show you the sales of december, january and compare them to august and september. You will only see the top sales names constantly announced, major drop after the top names. Top sales people are complaining as to size of sales force as their sales are lower.

Top reps make over $400,000 - not true the top 5 reps earn $250,000-$300,000. These sales people have been there a long time and do not follow the proces. You will learn that during ride along.

We offer a full complement of employee benefits included health, dental, vision, life, 401k and more! - Very good benefit package after 90 days

Paid training: classroom and field - true $800.00/Wk in class / $800.00 +3% On any sale for 4 weeks.

Coaching and training in our proven sales methodology and the products we offer -true

We help you build the skills and confidence you need in order to get the results you strive forrequired skills and experience. Weekly grind meeting meant to show you why you are not selling by bringing your confidence down and treating yo like a child.

The way they pay you is 50/50, so for you to earn $100,000, you have to sell $1000,000 a mo = $5,000 up front and $5,000 at installation. 5-8 Wks later. So if you do the numbers, $100,000 is not easy to hit the first year. You will get a lot of  non buyers paying an average of $1,800.00 Per window.

6 Day work week plus extra work and travel to job sites during time off is mandatory. So the average money earned - tolls, gas and car wear and tear, your time average to a lower salary net or 10-12% of earnings

They doubled the sales force in one year, dividing the appointments between more people lowering average per sale.

If you do not sell, it is your fault and never, ever complain about the leads. Management has all the answers and were the best sales people of all time, although you will learn otherwise

If you are interested in working in a place making you believe you are a valuable person but not truthfully caring about you, you can't find a  better place. I was in the select President's Club selling windows for Solarcan in Quebec (top manufacturer) where I come from and joined RBA to continue my career here in the USA

The first and only sale I made with RBA was to a 30 yrs experienced professional salesman owner of his own company. When he talked to the owner on the phone in regards of his deposit, he really did not appreciate the unprofessional attitude and mentioned it to me. 

I must mention that when I went for the training in Rochester, the first person I came across was  the owner himself when I came in the showroom. When I asked him how long he has been working for RBA he told me:"not very long".. I asked him if he was a salesperson and he answered that he was. If the owner of the company can lie to a brand new person joining his company, just imagine what he is capable of with customers. Search the web and find out for yourself. Beware all the "great reviews". If you are just a little clever, you will understand how this is being done... Be also informed that RBA is a franchise type of business. They do not manufacture their windows as they have to buy them from Andersen. There IS a middle man. They have their own trucks to make people believe that they do not use any subcontractors. This is another lie. If you read the warranty carefully, you will realize that the glass system is guaranteed for 20 years the frame 10 and the labor 2. ???? I now work for a company that guarantees the frame, sashes, glass system and labor for as long as you are the owner + transferable minimum 10 years for the new owner and they have been in business since 1979.

Everyday there was a meeting with the sales people to discuss why we did not close some sales the night prior. The team trainer would take all the information to go back and close the sale (if possible) with a better  price. However the salesperson does not get anything if a sales is being made. This is the first time I see this practice being done after 30 yrs of experience as a professional salesman and sales manager. Because you MUST sell on the first appointment, the company does not have business cards for you. 

In short, it is a good place to work if you agree with covert tactics to have people sign contracts for windows which are far from being as efficient as you are being brainwashed to believe on their training.

The only thing I liked, as been a friend that I made and my wife being happy that I stopped working for these people.

I worked in a non-sales role and found the experience to be very different from what employees in revenue-generating positions may experience.

The company has a strong focus on sales performance and growth, which can sometimes leave operational departments feeling overlooked. Teams such as project management, customer service, scheduling, administration, and installation play an important role in the customer experience, but recognition and development opportunities did not always seem evenly distributed across departments.

The pace of work is fast, and employees are expected to manage a significant workload. During my time there, responsibilities often increased as the company grew. While this created opportunities to learn new skills, it could also make work-life balance difficult to maintain.

One area that stood out was the emphasis on efficiency and production metrics. In some cases, employees felt pressure to complete more work within the same amount of time. This was especially noticeable in operational and installation-related roles, where balancing productivity expectations with quality standards could be challenging. Employees who focused on thoroughness and craftsmanship sometimes felt that speed and production numbers were given greater attention.

Employee retention appeared to be an ongoing challenge in some departments. Turnover was noticeable, and experienced employees were regularly replaced by new hires. This often resulted in additional training responsibilities, increased workloads for remaining team members, and the loss of valuable institutional knowledge. Greater emphasis on employee development, retention, and long-term career growth could help address these issues.

Career advancement opportunities may vary significantly by department. Employees interested in sales may find more clearly defined paths for advancement, while employees in support and operational functions may need to be proactive in creating their own development opportunities.

There are many dedicated employees throughout the organization who genuinely care about customers and work hard to support one another. The company also provides valuable experience in a fast-paced environment and exposure to many aspects of the business.

For prospective employees, I would recommend asking detailed questions during the interview process about workload expectations, performance metrics, advancement opportunities, turnover within the department, and how success is measured in the specific role you are considering.

This was a terrible working experience for me personally.  What was presented to me is not what happened in practice.  There is almost no transparency on how appointments are assigned.  The reality is that if you are not closing business at a high rate, you will not be assigned the kind of appointments that will help you get out of the "rut."  If you struggle early in your career, you are locked into a scheduling reality that will make it nearly impossible to get out of that situation.  The most disappointing thing about this is that it is not transparent.  Scheduling practice is not shared with the sales team.  It is a back room "good old boys" process where the hot salesmen will be given great leads and the struggling team members will be given awful leads that even if you close them, you will never get your self back to the metrics you need to succeed there.  The management team did a great job training us we were ready to go when we were released.  They are good guys and I have nothing bad to say about them.  I would suggest that they be much more transparent up front regarding scheduling and how it actually works.  It was presented that I would have 3 slots a day if I made myself available for those time slots.  This almost never happened in practice.  If I made myself available for a 10am, 2pm, and 6pm, I almost never got all 3 slots.  The reality of the scheduling is that you will have to be available 100% of the time, and when you are you will not know in advance, or you will know same day, what your schedule looks like.  Bottom line ... your time is never really your time because of the unknown of scheduling or the late notification of scheduling.  To be fair, others are thriving in this company and making a great deal of money.  They should be commended on doing a very difficult job.  Also to be fair, if you thrive, you will be given the best leads and have the best chance of continuing to do well.  There is virtually no real commitment to developing you if you are struggling.  It is entirely up to you to figure out a plan and "raise your hand" for help (this is what lazy sales managers do in my opinion).  Finally, you must understand that this is a 1 call close model.  You only get paid a commission if you close the deal on the initial visit.  The product is very expensive and makes this a challenge.  I can say with a clean conscience that the quality of my leads was VERY poor.  Most of the leads I worked could never have afforded Renewal by Andersen.  In summary, this is a good company with good, well meaning people and there is a chance to make a great living.  The lack of transparency in the scheduling and the good old boy network of giving good leads to a few top performers is a real problem.

They will pitch you this idea that it is possible to make a ton of money, but not with their current employee trainings, managers, staff, pay structure, and company culture.

My trainings consisted of a 1 page script and a 1 day shadow then I was told to perform door to door sales. During the first week I was employed, our group was pulled over and almost ticketed for not having a sales permit. Management never told us we needed permits for certain residential areas and did not care when we complained. Also I cannot stress this enough be cautious about bonuses you may have to fight for it. HR and managers will push you around and deliberately make up reasons, and please be weary about accepting bonuses in cash. There were a few incidences where the actual bonus was larger and the managers would keep it for themselves. 

Also read the positive reviews with a grain of salt. Some managers gave employees bonuses to write positive reviews..

This is advice for management if you want to lower your turnover rate there has to be some major changes. Performing random drug test on employees throughout all corporate levels is an absolute must. This can terminate a lot of bad management and employee complaints. Train your employees on your products, competitors, and ethics. Do not promise rewards and bonuses and then go back on your word. If someone meets a sales quota the employee should not have to fight management over a bonus. Work on trust. If your employees do not trust the organization they are working for how do you expect customers? 

This advice is towards the Rochester call center. Calling the same potential customers over and over will make them feel harassed. Please change the rule about appointments. For those who are reading there is a rule where they cannot set up an appointment unless both the husband and wife can be there. Even if the customer decided to buy windows and the wife was not there it would not be considered a sale and you would lose your bonus. This caused a lot of discrepancies between the call center, management and the sales staff. Some times the wife would have to leave to pick up their children and since she walked away you lost a bonus

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