outside sales representative

installation technician

direct sales representative

account manager

sales representative

Safe Haven Security

I'm just going to confirm some of the things others have already said. 

The position of installation tech is presented as Pay Per install + vehicle allowance + the occasional opportunity to supplement that income if you happen to sell some additional equipment. 
Sounded great! 

The reality is that the position of "Installation Tech" is not a tech job. It is a high pressure sales job. Yes, you install some things, but that's the main focus of this job or how you are evaluated. 

You won't spend any time talking or learning about installation techniques, equipment configurations, new technology, customer service, or anything of the sort. When there are tech related changes its mentioned for about a minute, you are directed to find a video or something to learn how to do it, and then the focus goes right back to sales. 

Every meeting, every communication, every list, ranking, contest, every ounce of this job is sales and the whip is cracked daily and PER INSTALL to meet some pretty unrealistic sales goals all things considered. 

Training is not well developed at the corporate level. That's not to say those who I followed weren't nice and helpful during the training, or that they aren't a great group of guys. But they are not trained to be trainers. If you follow 3 different people you will see 3 completely different ways of doing things and what you can or can't get away with is based on your sales numbers. 

After training you will not be fully prepared to do the job. You will almost immediately go out on appointments to do things that you've never seen or heard of before.  The "team" makes an attempt to be there for you but typically they're on appointments at the same time as you so they're busy when you need the most help. The tech supervisor initially does a decent job of walking you through some things when he can, but it's impossible for him to take the time needed to provide the support and continuous training that new techs need while he's also on installs of his own, and in a completely different city. So you don't get the support that you actually need or the help that you ask for. 

If you've never done any kind of home construction, installation,  or home improvement work I suggest that you watch some You Tube videos because you won't get much of that training here. 

This is 100% a high pressure sales job, but there is no sales training. No developed pitches to learn. No focus on understanding the products, overcoming objections, features vs. benefits, and all of the other standard sales training you get when you're in a sales job. Ironically the company does have sales tools, but when you ask for access to the sales tools you are told "No. The tech team cannot have access to any of the sales tools." Now go out there and sell. 

At each installation you are required to check in with the tech manager. Not to insure or double check that you're setting up the installation properly, but to insure that you are setting up for your sales pitch properly. You are required to give constant, live sales updates while on your appointments. What you're doing...showing and getting approval of your up-sale sheet before you're allowed to pitch...what the progress of the sale is...did you get them on the app?..how many times did you circle back? Makes it hard to focus on the customer and the service that you thought you were hired to perform.  

At the end of each day if the sales numbers aren't good, out come the threats to your job, or promise of punishment to get even fewer installs in the future and the manager changes the assigned appointments on the board DAILY. 

Losing assigned appointments: 
As others have said...your manager will take away your company assigned appointments and give them to "senior" techs.  This decision seems to be solely based on assigning the tech who is perceived to have the best possibility of making sales to that specific customer.  Ironically you're constantly told not to "pre judge" the customer's ability to buy more stuff, yet that same principle doesn't apply to you as a tech when the supervisor is deciding who is allowed to have which appointments.  

I've never had a job where the manager intervenes to make sure you don't serve certain customers, and directs you to the customers that you are allowed to serve and coincidentally they're mostly the same kind of customer.  Read what you will into that but the optics on it are pretty bad. 

To be clear the corporate office is not picking and choosing which appointments you are allowed to have. Corporate seems to simply assign the appointments based on what time slots and techs are available without any prejudice, or favoritism.

This is done at a local level by your tech supervisor. Or the "senior" techs just get to outright pick and choose their own appointments by looking at the address, zip code (knowing which areas are higher income), pull up a picture of the home, maybe it's sales history, and look at the customer's credit rating. They then take the "good ones" that give them the best chance to make a sale ( or get a Green Sky financing approval).  That leaves the new techs the left over low income, small home, poor credit installs (unless there's nothing else on the boards, then they take those too) and under those conditions you should be able to perform at the same level as those who get fed cherry picked appointments. 

It doesn't take a genius to figure out that this is a hole that you can never get out of because someone is intervening to insure that you stay in it.

Nothing against any of the "senior" techs. Good group of guys just trying to make a living like everyone else, but don't expect them to care that you're starving so that they can eat well. The culture here is that they've earned that right and you probably weren't going to make it anyway. 

Administration:
The administration processes are pretty archaic. If you come from a tech background and are used to systems working together, this will be a struggle. There are multiple apps and software that you have to use and none of them work together. There's an app to check in, but that doesn't count as being clocked in. There's another app to clock in, but that has nothing to do with payroll ( since you aren't paid by the hour). 

When you're training you don't get to touch any of it until your final day or two so you don't build any familiarity with these systems, the paperwork, nor any repetition to get used to actually using it all correctly and in order. That means you go out making mistakes...many of which you will repeat for weeks and never have someone help you correct them. Even when you ask point blank, "Please help me figure out what I'm doing wrong" they honestly don't hear you because the focus is on sales, not tech. If you're having tech issues figure them out for yourself because you should know it all by now.
Also the process (from both corporate and locally) changes frequently, generally before you get a firm grasp on how they wanted it done last week, which is different from the way they wanted it done 3 weeks ago. 

Sales Team vs Sales Team:

The sales team and the "tech" team to do not work together. It's a very toxic relationship where every man is out for himself and each will throw the other under the bus without hesitation. 

Many (not all) of the Pin Point (sales) agents mislead or over promise the customers so that they can make their quotas, get their commission, and then close the door behind them. That's nothing new in sales, except that you have to follow behind them and fulfill your own job requirement to make more sales to the same customer who was already misled in the first place when they were told that the free equipment they're getting is "everything they need to fully secure their home".

You can read a load of customer complaints about this exact thing on Yelp.  

This is not a home security company. This is a dealer. The sole focus here is getting the contract and selling as much additional equipment as you can TODAY.

The one truth here is that they do pay what they say they do, and in theory you should be able to still make a decent living based on volume and get while the getting is good.  Right?

Except that there is no volume.  

During my time with the company a typical week was 2-4 service calls and 0-2 installs, with an average of 1-2 days sitting around with no work. The slower it is the more pressure there is to make sales on EVERY appointment. (Flashback to selling knock off cologne on the streets when I was a teenager.)

If you're a tech person looking for a tech job do not take this one. Had I known that this was a sales job right from the beginning I would not have wasted my time and money to get into it.

The Smoke and Mirrors - Dog and Pony Show.

1) Training does not translate to managements' ideals.  There's a major disconnect between how the trainers' imply how you should do your job, and managements' reboot on third week .   Training says this:  "It's your business, you run it how you see fit.  You are building your book of business, treat it as if you are self employed". 
Verses- Day one on the sales floor: Micromanagement! Scare tactics! Clandestinely reviewing everything like a hawk, and then passive aggressive coaching!  

Remembering back, as said by my 'greatest mentor': "It's my way or the highway" (paraphrased) And my favorite is: "You don't need to know that to do your job, too much info hinders your pitch, stay to the script".   Advice to you- Stay mindless, my friends!

2) Expect to be treated as if you're a MONKEY, and DO as they say and not what they do.  Hear no evil, speak none, and see none.  Good Monkey!  

3) DO NOT challenge the status quo.  Leave your brain at the door, or you will find out the hard way! 

4) You can make it through the training period (6 months) by minding your P's and Q's while defying the odds. (Don't ask questions, and just follow the pied-piper, really) Then management "high-fives" you to "veteran" status.  Ironic, right? SMH... 6 months of service in most jobs equates to pretty much, rookie status.  Maybe some of that mumbo jumbo has to do with POOR RETENTION!

5) Veterans do gossip!  Careful, trust no one! (It's faux pas, as the management loosely frames gossip as negativity, and negativity IS NOT tolerated.  All the while management is doing their best to manufacture fear)  I did find out, as some vets opened up to me, that many are "in a rut" AND "fearful for their job".  Do not invest in this opportunity thinking that a career will come of this, EVER.  Safe H. is a machine, there fore you are cog in the wheel until you wear out and have no value left for them to leverage.  Terminations happen every week.

6) If you do make a full year, congrats! You now have the potential of becoming profitable.  Be aware, as by then you are profiting off the hard work of others who've washed out and suffered.  You will have scavenged enough 'Books of Business' from the fallen, that you can rely on passive leads.  You are now a professional closer. (NUMB YOURSELF, if you still have any self-respect left)

7) By the way, did I mention they have a new training class every two weeks?   I guess having a sales force of 30-40 strong (10-15 vets) while a cyclical training classe of 4-12 people roll through bi-weekly, the talent stays fresh..  ATTENTION CLASS, it's now math time, buckle up buttercup! Each training class has a mean average of eight new hires.  There are approximately twenty-four classes a year, but we'll cut um some slack for the heck of it.  So, let's say 20 classes @ 8 people per class...  20x8=160...  then an existing sales force of 40 makes a total of 200 employees in a year.  40 over 200.. cross multiply then divide....   Whelp, that my folk is 20% retention on the year! BTW, I was being nice, as we all know you probably did not retain but a handful of your besties. So, truthfully it's closer to 5%-10%, rather than 20%. Of course they make sure to hide that fact so they can sleep at night.

Oh btw, (DISCLAIMER) this review is my opinion... My review is 100% my opinion and not influenced by anything other than my direct experiences over a whopping three an a half weeks of highly invested time there.  Darn near made veteran status.. so close!! 

Hope this was helpful in making an informed decision to work for Safe Haven ADT a tad bit easier.

Advise to Management-
Get training and management on the same page.  Your contradictions are not too far apart, um, wait... let me rephrase this a bit, they're miles and miles apart.  It's laughable!  

Be careful, you are building a bad reputation with your turn and burn, revolving door job.  This is the first time I've been burned like this- thanks, I appreciate the lesson in life!

You people come off as charlatans to everyone who attempts this fateful journey working for you.  Stop giving people false hopes.  Don't paint a picture of success to a new hire class that's obviously designed to bait them into a false hope of prosperity.  It's cliche, and immature.  These tactics remind me of a panel van with the words "free candy" spray-painted on the side while sitting in a park.. JK.   But, not really!
 I really feel for those who trusted you, as much as I can emphasize,  you are NOT a class act.  

Please address employees, especially new hires, with respect.  I can really see in hindsight that the red flags were waving in gale force winds.  It's 100% apparent in the way your management treats newbies that new hires are just cows tagged for slaughter.  Management shows zero genuine interest towards their employees' well being, MOO!

Please explore the value in new hire retention- Just try it on for size, trust me it looks good on ya!  Plus, you save so much money in lost training wages and unproductive new hires. Plus, the productivity your company wastes on a new training class every two weeks could be invested in paying all those commissions you've failed to pay over the years.  Really.. not kidding.
WELL, hog-digity, how about that!

Trust in people to become what you want!  I now see why you said the phrase- "replace not chase"- You stupidly apply the same standards to your people as you do your realtor relationships. Turn and burn, baby! More likely, crash and burn, as your shelf life is as limited as your ethics.  Almost nonexistent..  🙉🙊🙈

Hope all this is helpful!  Again, only MY opinion.

My Most Enjoyable Part of the Job is being a part of the training and development of a 24-year old kid that was a little awkward, no sales experience, straight out of the military, and no college degree make $100,000 in his first full year on straight commission and bonuses no salary with the company, become a first-time homeowner, and make even more in his second year, and become one of the top producers in the company! Oh and the health/dental/vision benefits are the best 
I ever had and I worked large companies like State Farm. I am missing those low premiums for great coverage compared to what I am paying for now. 

 My review is focused on the Branch Manager and Relocation Managers. When I left I was Co-Managing a Top-Tier Office and Pacing to make $180K-$200K for the year, and I am not a natural sales person and naturally introverted.

I am grateful for the challenging but rewarding and fun experience with Safe Haven. I really grew as a person, trainer, and manager.

If you want just easy where you show up, go somewhere else. But if you want to be surrounded by people that are driven to succeed and willing to push you to be better, then you are at the right place. I really enjoyed the team culture.

My Managers from Regionals to Nationals were and are awesome. They will work with you, but you have to reach out and show that you are putting in the work and willing to do what is needed to reach wherever you want to go and they need you to be.

The hardest part of the position is the ability to make more money always made it hard for me to maintain the work life balance I wanted. But that is on me. Reflecting on it, I should have been a better recruiter and trainer to take some of the burden I felt off of me to produce. Also, I should have been more diligent developing my sales skills to help me improve my closing rates with clients.

Also, Safe Haven's pitch clearly identifies who we are and that we are the largest authorized Dealer for ADT. Next, Safe Haven's process is not snake oil sales, there's not bait and switch if you just are honest and upfront with customers. Safe Haven has over 24K reviews on Google with 4.8stars from the customer side. Knocking at 8:30 is not weird if you don't make it weird. If you followed SH process you would have been by this house at least once, should be twice, in the late afternoon and/or early evening, and LEFT a flyer to let them know you had been there. These new homeowners are working too and usually leave when they get home from work to run other errands. I knocked many doors at 8:30 that were single mothers, elderly, been working all day, in the middle of dinner, watching the game, putting kids to bed, and they were some of the easiest sales and so happy that I stopped by when I did. Did I get Doors slammed at that time to? Obviously, but every No meant I was closer to my yes.

I was directly hired to be a Branch Manager, but I understood before being hired that I had to prove myself by getting a certain amount of installs in my first 3 weeks. Anyone that says they didn't know was not listening. I DID NOT pick it up easily, and I really struggled in the beginning. At the 1.5 weeks point, I did not know if I was going to make it. The difference from the people that want to bad mouth the training and from me and the rest of the successful people in Safe Haven is we took ownership of our struggles. It was on me, not Safe Haven. So I studied really hard and kept roleplaying until I got it after hours. Safe Haven's sales process works like a charm if you follow it as Safe Haven teaches it. It just takes different amounts of effort to pick up the material. Then when I came back to my market, I took me time to build confidence in my ability to sale there too. It is hard in the beginning but becomes easy. I was never worried about my sales coming as long as I worked in the field as taught and used Safe Havens whole process. The sales will come.

If I had started at least few years earlier than when I did, I'd still be here.

The Smoke and Mirrors

1) Training does not translate to managements' ideals.  There's a major disconnect between how the trainers' imply how you should do your job, and managements' reboot on third week .   Training says, "This is your business, you run it how you see fit.  You are building your book of business, treat it as if you are self employed". 
Verses- Day one on the sales floor- Micromanagement! Scare tactics! Clandestinely reviewing everything like a hawk, and then passive aggressively coaching!  Remember, it's my way or the highway.. and, you don't need to know that..." Stay mindless.

2) Expect to be treated as if you're a MONKEY, and DO as the say and not what they do.  Hear no evil, speak none, and see none.  Good Monkey!  

3) DO NOT challenge the status quo.  Leave your brain at the door, or find out the hard way! 

4) You can make it through the training period "6 months" by minding your P's and Q's. (don't ask questions, just follow the pied-piper, really) Then management upgrades you to "Veteran" status.  Ironic, right? SMH... 6 months for most is still pretty much rookie status, maybe it has to do with RETENTION!

5) Veterans gossip! (It's faux pas as management loosely frames gossip as negativity, and negativity in not tolerated)  I did find out that there are many veterans that are "in a rut" or "fearful for their job".  Do not invest thinking this is a career, this is a machine and you will be a cog until you wear out and have no value.  Terminations happen every week.

6) If you do make a year you do have potential to be profitable.  Be aware that by then you are profiting off the hard work of others who've washed out as you will have inherited enough 'Books of Business' that you can rely on passive leads, and you will turn into a professional closer. (NUMB YOURSELF if you have self-respect)
7) By the way, did I mention they have a new training class every two weeks?  Having a sales force of 30-40 strong while cyclical training class of 4-12 people bi-weekly.. well here is some math.  Each training class has a mean average of eight new hires.  There's approximately twenty-four classes a year, but we'll cut them some slack for the heck of it.  So, let's say 20 classes at  8 people per class...  20x8= 160....  then a sales force of 40 makes it 200 employees in a year.  40 over 200.. cross multiply then divide....   Whelp, that my folk is 20% retention on the year!  Of course they make sure that is hidden in the new hire period to sleep at night.

Oh btw, (DISCLAIMER) this is an opinion... My review is 100% my opinion and not influenced by anything other than my direct experiences over a whopping 3 an a half of highly invested time there.  Darn near made veteran status.. so close!! 

Hope this is helpful to help make a decision to work for Safe Haven ADT


NOTE TO MANAGEMENT AND EXECUTIVES:

Get training and management on the same page.  Your contradictions are not too far apart, um, wait... let me rephrase this a bit, they're miles and miles apart.  It's laughable!  

Be careful, you are building a bad reputation with your turn and burn, revolving door job.  This is the first time I've been burned like this- thanks, I appreciate the lesson in life!

You, people come off as charlatans to everyone who attempts this fateful attempt to work for you.  Stop give people false hopes.  Don't paint a picture of success to a new hire class that's designed to bait them into false hope of prosperity.  It's cliche, and immature.  It reminds me of a panel van with "free candy" spray-painted on the side.. JK.   But, not really
 I feel for those who trust you.  

Please address employees, especially new hires, with respect.  I can really tell in hindsight that the red flags were waving.  It's really apparent in the way management treats newbies that they aren't expecting most to be around long, as they show no interest in the person only the test-drive.

Try new hire retention on for fit, it looks good!  Plus, you save so much money in training costs and unproductive new hires every two weeks.  

Trust in people to become what you want!  I see why you say- "replace not chase" You apply the same standard to your people as you do your realtor relationships.

Hope this is helpful!  Only an opinion.

I was fooled into quitting a stable job with a reputable company to work for SafeHaven. I was told that this position was for "Territory Manager", with the promise of a decent salary, plus commission and benefits. After starting you are given a badge that states you are "Relocation Manager" for SafeHaven ADT. This is all a gimmick to make you feel better about what you do. Every sales person in the office has the same badge saying they are a relocation manager. Nobody is in reality a manager of anything except for the office sales manager. If enjoy being a door-to-door salesman, then this job may be for you. I was lied to in the interview process and told that this job is not door to door, when in fact that's exactly what it is. I was told you are given leads too. I was given the impression that I would be given leads every day of people who were interested in security systems, calling them and setting up appointments with them to give a presentation to them at their homes. The leads they give are not true hot or even warm leads. They are not leads of anybody that has ever shown interest in a security system and they don't even contain a name or phone number of anybody who you are visiting. The leads are simply a printed up list of a public listing of the addresses of the newest home closings  in the area. These people are not expecting you. You are expected to lie and act as if you are working with the realtor and say "Did the realtor mention that I'd be stopping by?" I guess this is supposed to lessen the blow of randomly showing up to peoples homes in the middle of them eating dinner and knocking on someone's door as a door to door salesman. The "salary" that you are paid is simply a draw or a front on your commission. It is not actually a salary plus commission job. It is a pure salary position where they just pay you in good faith that you will sell enough to actually make the $600/ week that they pay you. If you get 3 weeks behind in sales, you will be fired on the spot. Horrible retention rate and you constantly live in fear of the possibility of being fired sometime in the next couple weeks. You basically make between $200-300 a sale. So you have to sell at least 2-3 per week to make the salary that they are giving you of $31.2k. You then can start making more after that. A top salesman who does not mind lying to people and rudely and unexpectedly interrupting people every day, can sell upwards of 4-5 per week average. The only perk of this job was the flexibility of hours. You don't actually have to start knocking on doors until around 2 or 3 pm and are expected to door knock until 9 pm monday thru Friday, which are pretty lax hours. And then Saturdays, you are expected to work 10-2. Keep in mind that they give you a GPS to keep with you to go from address to address, in which they GPS track you as well. If you are spending too much time in one spot or if they see you at a restaurant or something for more than 5 minutes, they will start asking you questions and micromanaging where you are going and what you are doing. You can also expect to spend at least the full $120/week fuel allowance on gas. I averaged about $20-25 a day in gas in my car which averages 30 mpg, and put 6,000 miles on my car in 2 months. I would STRONGLY advise anyone looking at this job to RUN. Do not fall into the trap. Please take the time to look for a legitimate opportunity, and don't end up like me giving up a good position,  to end up stressed out and then unemployed 2 months later.

I worked for the company for 7 years from when it was just getting started until 2021. As a technician, your typical day is you might get a job that you have a window of time to show up although it's best to show up on time. You drive directly from home and have most of the equipment most of the time. It's difficult to have all the equipment all the time. If you're good at sales you can make pretty good money by selling additional equipment. That part I loved. You get to meet new people every day and your schedule was never the same. 

As a manager, you're owned by the company and are expected to be available 24/7 since someone may be calling from the East or West coast and you have technicians out in the field that will be calling you for support. You spend the majority of your time sitting in training classes with new hires as they watch video's yet you don't even make minimum wage for the time required. Then you have to go out and try to make enough money for your family you never see while answering a constant barrage of calls from technicians, regionals, and customers.

Retention is terrible since the average tech doesn't know how to sell the equipment and so they make less hourly than they could make at a burger joint. But if they stick with it you can really make a lot of money.

Upper management was touchy and overworked. I only called my direct managers 99% of the time and still couldn't tell you who the owners of the company are or who is the CEO. You only have team meetings once a week where you have to meticulously count every piece of equipment. It seems like they are constantly adding more types of equipment you've got to figure out where to put it in your personal vehicle so it's crazy. Then you get a training meeting with an overworked and underappreciated manager. Over time you'll learn that the best answer is no answer. Don't say anything and they'll just keep moving on. I learned this from my regional. If you ask a difficult and direct question there is going to be a long pause and then they move on like it was taken care of but it wasn't. I actually tried this out for fun when I was called out on a call. It totally worked!

The company says it doesn't promote culture but there is a culture. At the company events that I went to it seemed alcohol plays a MAJOR part in the culture. It's the drinking buddies culture. There is this contest on who can get the drunkest and laugh about the guy that passes out in the hall or planters the next day although everyone looks out for you for the most part. If you go out with the right leaders then the drinks are covered. 

The hardest part is not quitting when you have a bad day. There are rude customers. Your pay isn't always going to be the best. The work is seasonal so be prepared to live on credit cards for months on end. 

The thing I enjoyed most was the customers. You really get to meet some of the greatest people and have real conversations with those people. Plus, I was addicted to dopamine. There is this possibility that I could make a couple of grand on one job! Just like the gambling addict I was always hoping for that next big score. 

It's been almost 4 months since I quit and haven't really wanted to get a job again. I feel like I'm detoxing from the company and am so much happier. No job is worth your life and working for Safe Haven work was my life. 

I just recently quit my job at Safe Haven(ADT Dealer) as a door-to-door sales rep, or relocation manager as they try to describe you because it sounds more important.  They claimed we would be making crazy money, which is completely unrealistic and will be explained.  It was a relatively new office in Vegas with only the branch manager, a guy that hired on the week before me, and another guy that started the same day as I.  The training consisted of 2 days in which you just learned the door pitch, then you were out on your own.  I read the whole training manual in case I got a sale, as to make sure I covered everything that wasn't taught to us.  The days started at 10 am and they expected us to be out knocking on doors until 9 pm(which I do feel is too late, especially in the winter when it is so dark).  They would assign me about 50 leads for new home owners a day to go to and pitch some lie about a special program that they qualified for(anyone can get it).  Considering that about 80-90% of the houses were either in gated communities(no good) or already had a security system, it wasn't hard to make it to all of them.  Unfortunately, most of them already had our ADT security monitoring.  Why they would send us out to people that they have already sold to?  No clue, but it was extremely frustrating.  I was putting over 120 miles on my new truck a day(gas is not reimbursed), driving around just to find out I had wasted my time and money.  It was 6 days a week, and I didn't see my family all week as they were already in bed before I would get home and I was so tired every night because I felt like I drove a 10 hour road trip daily.  The manager didn't ask me anything at the interview except for "Are you ready to make some money?"  Duh!  Then I was told I'd be a great fit, lol!  Anytime I had questions for him during the week about the sales process or what facts I should try to emphasize to the customers, he would either not respond, or give me some insincere made up response that I knew he was incorrect on because what he was saying was completely opposite of the training manual.  He admitted that he didn't really read the whole thing.  Great leadership there!  On Friday, one guy's wife had to go to the emergency room.  Manager gave him the option of your job or your wife.  Really guy!  By Saturday the senior rep of 2 weeks still hadn't landed any sales for all the same reasons I previously mentioned, as well as his check was shorted $175 from what we were told, so he went ahead and let the manager know he appreciated the opportunity, but coming out of pocket for gas and only making $275 per week and working 58 hours wasn't going to cut it for him.  Manager proceeded to call me, which is the first time I got any feedback from him in days, just to talk badly and disrespectful about the guy.  He was actually a really nice guy just trying to provide for himself and his son.  Equating to less than 5 dollars an hour before factoring in the 2 tanks of gas, I needed to think about this.  Even the commission on sales was greatly overestimated from what the reality is that you really make.  I evaluated my options over the one day I had off(Sunday), and decided anything would be better than this.  I hope this helps as I have only explained the facts and about what this job was like for me.  Other cities might be different, more organized, better trained, and probably better managed, but I would not suggest this as a company to work for.  All you are is a number to them, so please don't believe their hype!

You can make some SERIOUS money doing this. You also can make almost nothing ($600) while spending 40+ hours repairing and troubleshooting already installed systems,  in the Texas heat.
Training only pays $100 a day for 2 weeks.  Then you are on commission with only a  small guaranteed base pay for each stop, depending on the nature of the appointment (repair, tear out, smart home, or install). The commission payout is delayed 2 weeks so after training, even If you make a good sale your first week on the field, you should expect $0.00 on your 3rd paycheck. So to sum up the financial, expect to only earn $1000 BEFORE taxes in your first 21 days with the company.

Once on your own, you are responsible for purchasing ALMOST EVERYTHING else required to do the job. The only thing the company provides you, at all, is obviously your security and smart home equipment inventory(including AA batteries), and your paperwork and employee badge. All purchasing of tools, ladders, camera running equipment, screws/hardware, and EVEN company Polo shirts ($30/ea) are the responsibility of the employee.

The best opportunity for cash is your Installation appointments. These are the appointments where the customer is already confirmed to be interested in monthly monitoring and home security which gives you, as the technician, the opportunity to sell them thousands of dollars worth of equipment which nets you a comfortable 25% commission. The only thing is, the appointments you receive are based on not only availability but also the quality of the customer/home and your experience. So if there is a slow week with only a few installs and a majority of them are fancy houses with the potential to sell a big package, then you can guarantee that your manager, and even his manager, is going to demand that the best and most accomplished sales guys are gonna get the appointment on their board.

All that may seem manageable, and in fact does work for many successful technicians at the company, but you must take into account the natural elements when it comes time to install potentially multiple video cameras that the customer just purchased from you. Down here in Texas, the attics can reach 150 degrees plus and unless and until you are an expert at running camera wire, you should expect to be accessing these attics several times in one appointment and possibly spending dozens of minutes in that environment, while navigating insulation, bugs, wonky and tight spaces, and splicing camera wire in compromised posisitions.

Appointments start at either 8am, 10am, 12pm, 2pm or 4pm. Your 4pm could be an install that ends up taking you 7-8 hours, depending on your experience and also the customer's ability or desire to opt into such an expensive package. 

There are techs making $2000-$3000 a week during the busy summer months but it fluctuates significantly and you have to know exactly what you're doing before you become efficient. Just like almost all other sales job, you will get out of this posisition what you are willing to put into it. Only this sales job has an installation aspect to it.

A typical day in training: Arrive around 7:30 am, office training until around noon. Afterward, hitting the street until dark targeting new homeowners provided over and over (generally, 3-4x throughout 8 hours). 

What I learned: The security industry is dirty! I was told (in training) that in the early 90's they would hire "brick throwers" on Craigslist. Following, sending door-to-door reps out in specified areas. I also learned how to lie, play with new homeowner's heartstrings, or simply scare them into getting a security system. 

Management: They do phenomenal at working you up during training. Including, bringing in some of the best salespeople across the United States. The primary trainer is probably one of the best. Extremely well-spoken, intelligent, and manipulative (which is a must to be successful here!). 

Culture: The "new" employees are pretty amazing. You get to meet all kinds of talented individuals across the United States who are hungry to either grow in their careers or to make a successful career. The entire place seems extremely laid back, just as long as you're getting your daily numbers. It's all about the money here, though. Almost every manager is willing to share their check as if money is the only thing that matters. 

Hardest part of the job: Realizing you flew (across the country for some of us) to Kansas City and were lied to, painted a picture that wasn't entirely true. They call you a "branch manager" but in reality, you're a WORKING door-to-door manager. You also begin to learn after a few days that the new homeowners you were told that are aware of you coming, were not aware. Further, to be successful, you not only have to be willing to be dishonest but also have little care about the people's homes you are "stalking." Not to mention, going into some crooked areas that aren't safe (I had a gun pulled on me in training sitting in front of a home we were about to knock). The absolute worst part is if the homeowner has a pet, you learn to manipulate them into buying services as you couldn't imagine if their poor pet was locked in its cage burning with no one home (further, if you can make yourself cry, it's a sure sale). 

Most enjoyable: Free hotel stay and per-deem, and joking with new employees once they realize they fell for the same gimmick you did. 




I've seen reviews on here about turnover, and I get it. I was contacted several months ago by a recruiter who was so passionate and heartfelt and had such an obvious love for the company and belief in the training and mentoring that I was sold. I took a major leap of faith and took the position. I struggled initially and by the end of the second week I was really questioning whether or not I could even do the role. I was honestly wondering what in the world I made me make such a risky career move to step into sales. When I saw others around me start to disappear it really made me nervous. One day they were there, the next they were gone. Would that be me next week?! I guess my recruiter could see that, because she took me aside and had a heart to heart with me. She shared the struggles she went through when she started in the same position, and the things that helped her get her mind in the right space to be able to speak with confidence and belief. She reminded me of all of the achievements I'd made previously that made me such a sure fit for the job, and we talked about what success in this role would mean for me and my family. I got some coaching from my trainers and had some people on the sales floor that encouraged me to hang in there and keep grinding. My recruiter spent her lunch break with me listening in on my calls and giving me tips on little adjustments to find my voice and be able to make a genuine connection with the Realtors. We talked about the fears I had of my job being on the line and she reassured me that as long as I was putting in the effort she would stick with me and so would all my trainers! And that's exactly what they did.
This isn't an easy job, and you fail A LOT before you ever succeed. Even the really good sales pros get beat up the first few weeks. But my trainers were right. The struggle is what makes you stronger, and I am finally on the other side, enjoying success.
I've learned a lot about sales and building a business in this role, but even in my personal life I am more confident and assertive than ever, and that feels good! This opportunity has changed my life. I couldn't be happier!
It's always sad to see people go, but not everyone has the fight. And that's okay. But if you do, you won't be the only one fighting. You'll have a whole team fighting right there with you.

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