sales representative

insurance agent

pharmacy technician

staff pharmacist

shipping and receiving clerk

SelectQuote

This job seemed pretty nice at first,I was in a class of about 100 or so trainees who knew what we were signing up for (or so we thought). We knew we'd be working extended hours during the annual enrollment period, but as time went on everything got worse and worse. This company is completely out of touch with what it's like to be a worker on the bottom end, and is constantly making quick ill-informed changes to things like lead generation, compensation, and call flow that make things more difficult for employees while they think it'll help improve short term profits and make up for their free-falling stock price. The training managers as well as middle and upper management save for a few have lost touch of what it's like to actually be an agent on the phones day in and out, and as such they micromanage the workforce constantly making you feel watched at all times and judged for taking breaks you're entitled to. The biggest negative change came when they allowed any other department to transfer to us for whatever they wanted, which took our manageable call flow with a new enrollment call every 5-15 minutes, to a constant back to back of mostly useless calls that are tiring to sift through and ultimately probably don't amount to many more sales or connections. During AEP it was emphasized that we become as efficient as possible and try and complete as many enrollments and partner program signups as possible, and that continued through the open enrollment period, but when things hit the "slow" time they still wanted us constantly on the phones, just dealing with things that would not make us money. This was advertised as a sales environment job and yet suddenly wasting time and getting frustrated with our confused clientele became the focus from about late April onward, and during that time to now the company lost its closer connections with multiple Medicare Insurance carriers resulting in less and less compensated work. To put it simply, here's a list of things that changed for the worse and other negative occurrences during my time:

-Threats of not being kept when you performed at the bottom 10-20% that were never followed through
-Almost keeping OEP and it's extended hours a secret to everyone until right before the Holidays
-About 6 straight months of overtime
-Loss of compensation opportunities with no replacements in sight
-Promises of "new services" we'll be able to pitch, and changes to accommodate them that in turn were not implemented for months
-Constant mismanaging and poor tracking of compensation, I basically had to go through each call on a spreadsheet of my own to make sure I got paid what I was owed
-OEP Overtime hours were extended into April despite being told countless times beforehand that they'd end after March. We were told less than a week before the 1st of April.
-April had a very lucrative compensation plan which people took opportunity with, but following that month compensation across the board was dropped over 50%
-Throughout May and June more and more unpaid work was emphasized, opportunities for compensation beyond a few things we might be lucky to pitch were few
-$12 hourly pay persisted the whole time, during overtime it was less noticeable, but once we spend hours at a time on non-compensated calls it starts to feel like that hourly needs to be higher
-Compensation plan "subject to change" meaning, for instance, when we lost certain partners this past month, our compensation for the month of May was dropped, despite the fact that we completed the work then under the impression we were being paid. Very much towing the line between an "adjustment" and wage theft.
-Team meetings with managers went from relatable human conversations about how to better improve in the job to a 30-60 minute reciting of copy-pasted company documents about expectations,rules etc.
-Micromanaging became worse and worse, upper management only cared about numbers so middle management was constantly messaging multiple employees an hour digging into why they were not doing exactly what they needed to constantly all the time

And I could go on about specific anecdotes, but ultimately those are the big ones. In summary as a whole, while the pay was decent at my time here, the constant negatives made it less and less worth it. This company and its management is completely out of touch with its lower level employees and their morale, and very little has been done in the way of trying to mend that breakage. I would only recommend this job if you're alright with not knowing what your budget for your next month is every single month, and you're fine with being strapped to your computer chair having mostly negative interactions with confused medicare patients and seniors for 8-9 hours a day, and 10-12 hours a day for 6 months out of the year.

Commission-Based Pay: SelectQuote primarily operates on a commission-based pay structure, which can be highly unstable and unreliable. Employees often find themselves in positions where their income varies significantly from month to month, creating financial insecurity.

Low Base Salary: The base salary at SelectQuote is often minimal, meaning employees must rely heavily on commissions to make a decent living. This can be stressful and demotivating, especially during slow sales periods.

Complex Commission Tiers: The commission tiers are complex and often not in favor of the employee. Many find it challenging to hit the higher tiers that promise better pay, resulting in frustration and dissatisfaction.

Clawback Policies: SelectQuote has strict clawback policies, where commissions are taken back if policies are canceled within a certain period. This can drastically reduce an employee’s earnings unexpectedly, further adding to financial instability.

False Promises

Inflated Earnings Claims: During the recruitment process, SelectQuote often makes inflated claims about potential earnings. Many employees find that the actual earnings are far below the promised figures, leading to disappointment and financial strain.

Career Advancement: Promises of rapid career advancement are often unfulfilled. Many employees report limited opportunities for growth, with promotions being rare and not based on merit but rather on favoritism and internal politics.

Work-Life Balance: SelectQuote promises a good work-life balance, but the reality is often long hours and high-pressure sales targets. This can lead to burnout and a poor quality of life.

Training and Support: The initial training is often touted as comprehensive, but in reality, it may be inadequate. Continuous support and professional development are often lacking, leaving employees feeling unprepared and unsupported.

Expectations vs. Reality

High-Pressure Environment: The high-pressure sales environment can be overwhelming, particularly for those not accustomed to aggressive sales tactics. The constant pressure to meet sales targets can lead to stress and a toxic work environment.

Micromanagement: Many employees report being micromanaged, with little autonomy to make decisions. This can stifle creativity and lead to a lack of job satisfaction.

Leads Quality: The quality of leads provided by SelectQuote is often poor. Many leads are outdated or uninterested, making it difficult for employees to make sales and earn commissions.

Ethical Concerns: There are frequent ethical concerns regarding the aggressive sales tactics encouraged by SelectQuote. Employees are often pushed to prioritize sales over the best interests of the clients, leading to ethical dilemmas and job dissatisfaction.

Employee Morale

High Turnover: The high turnover rate at SelectQuote is indicative of underlying issues within the company. Many employees leave within the first year due to dissatisfaction with pay, management, and job expectations.

Lack of Recognition: Employee achievements are often not recognized or rewarded adequately. This lack of appreciation can lead to low morale and decreased motivation.

Negative Workplace Culture: The overall workplace culture at SelectQuote is often described as negative, with a focus on numbers rather than employee well-being. This can result in a demoralizing work environment.

Conclusion

Working at SelectQuote can be a challenging experience with significant drawbacks. The unstable pay structure, false promises regarding earnings and career growth, and a high-pressure work environment can lead to financial and emotional stress. The mismatch between expectations and reality, coupled with ethical concerns and a negative workplace culture, suggests that potential employees should consider these factors carefully before making a decision to join SelectQuote.

THE GOOD: I would rate the training at SelectQuote to be world class, seriously, the training here is no joke.  Very intensive, very focused classroom training as well as on-the-phone training.  SQ prepare you very well and compensation is extremely fair during training, plenty of motivation to learn and excel at your job.
Managers definitely earn their stripes here, very knowledgeable and very helpful, something I appreciated during my 16 months stay.   I can always count on a quick response from one of the managers.

THE BAD:  There are three tiers of justice.  Level 1 - these are the best producers in the company,  high percentage closers.  You will not start off here, you will start at level 2 or 3 and earn your way to level 1.  Every 3 months you will have a chance to move up or down on levels.  Sounds fair, right?  You have to earn your way, it's how companies increase their bottom line, they reward people who close more leads.  There are also perks for Level 1.  First of all, the payout is higher for L1. Secondly, they get better leads, MUCH MUCH better leads. Those who work in this industry understand this.  Yes, there are leads that are spoon fed to certain L1's that I witness on a daily basis. Leads like IEP, MOVE, or people that are not happy with their plans go directly to these elites. They close them within minutes and would end up with 3-4 times the number of deals closed vs L2 or L3.  Also, L1's can take a day off anytime they want, even same day or taking the rest of the day off. L2 and L3 have to request time off in advance.  When I interviewed, I asked the interviewer what do I need to do to get more deals than everyone else, I am down for hard work.  The response given to me was that everyone gets the same leads, so it's how you work the leads.  This was a lie.

THE UGLY:  leads for L2 and L3 are TRASH.  It's literally going to the dumpster and picking out something good once in a while.   Most agents won't admit this for fear of losing their jobs, but I have never in my 20 years of sales encounter these kind of leads.  SelectQuote pays marketing companies for leads, and coming from a marketing background, I see all kind of tactics to get  a customer on the phone.  these marketers would lie and make false promises to get a lead on the phone and then they dump the lead onto you.  Imagine picking up a phone to answer a transferred call and the lead is yelling at you and demanding that you give what was being promised to them before you even have a chance to introduce yourself.  Then SelectQuote says, if you can convert these [junk]leads to deals, you will have a chance to get to Level 1.  Let me tell you something.  I am the hungriest of them all, I even met my sales goals every month that I was there. But I would be lying if I didn't say that my morale was low. There were many days that I had to take 10-15 calls before I could have my first conversation.  In the meantime, I would see a L1 bragging that they closed their third deal 90 minutes in. If I got a call who asked for another agent, that call counts against my closing ratio.  If a lead hangs up before we connected, that call counts toward my closing ratio.  Wrong numbers, people clearly irritated and hangs up among many others count against my closing ratio.  How is that a true measurement of closing ability? Yet, this is how they measure your performance.  During AEP, I achieved something that most L2 and even L1 couldn't do, I closed 330 deals (175 deals in November alone). But that wasn't good enough.  I was told (in writing) that I was 1% away on some persistency measurement from being promoted...1 percent...No one ever sat me down after AEP and said,  "You worked 53 days in a row from 7 AM to 9PM, you never took a lunch break, you busted your butt.  You made a lot of money for yourself and for the company, and since you were 1% away, we think you deserve your promotion". I never had that encounter.   I busted my butt for them, I gave them all I got.  Do I think what they are doing is discriminatory? Nah, it's based on merit.  But the system is very unfair, they need to shuffle the leads and give everyone the same leads.

Working at SelectQuote has been a never-ending learning and growth experience, both professionally and personally. From day one, the culture on the sales floor—and throughout management and upper leadership—has stood out as genuinely supportive, structured, and performance-driven in the best way. This is a company that truly cares about its sales agents. Leadership goes out of its way to ensure everyone feels welcome, supported, and equipped with the tools, training, and resources needed to succeed.

A typical day as a sales agent is fast-paced, focused, and purposeful. The day usually begins with logging in on time, reviewing goals, pipeline activity, and any coaching feedback from the prior day. Calls are consistent, expectations are clear, and time is structured to maximize productivity. Agents who work a 45–50 hour week and fully engage—staying present on the phones, following the sales process, and applying coaching—are positioned to earn at the highest income levels available. While the work is demanding, it is also straightforward: show up prepared, stay disciplined with activity, build genuine rapport, and present full protection solutions with confidence.

As a sales manager, the day expands beyond personal production into coaching, mentoring, and developing people. A typical day includes reviewing team metrics, listening to calls, delivering real-time feedback, hosting huddles, and helping agents overcome obstacles. The focus is always on improvement—helping agents sharpen their skills, increase confidence, and ultimately change lives through better coverage for clients. Managers are supported just as strongly as agents, with leadership providing guidance, alignment, and trust to lead effectively.

What I’ve learned most at SelectQuote is the value of process, consistency, and accountability. Success here isn’t accidental—it’s built through daily habits, coachability, and effort. I’ve learned how to lead with clarity, communicate expectations effectively, and develop people by meeting them where they are while still holding them to a high standard.

The management team is one of SelectQuote’s greatest strengths. Leaders are accessible, knowledgeable, and invested in long-term growth—not just numbers. Coaching is frequent, constructive, and rooted in data, which creates fairness and transparency across the board.

The workplace culture is competitive yet collaborative. Wins are celebrated, effort is recognized, and improvement is encouraged. There is a shared sense of purpose on the floor—everyone understands that what we do matters, and that we are helping families protect what matters most.

The hardest part of the job is the mental discipline required. Life insurance is not easy, and rejection, emotional conversations, and long days can be challenging. Staying focused, positive, and consistent—especially during tough stretches—takes resilience.

The most enjoyable part of the job is seeing the direct impact of the work. Whether it’s helping a client secure peace of mind or watching an agent grow into their potential and achieve goals they once thought were out of reach, the rewards go far beyond compensation.

Overall, SelectQuote offers an environment where motivated individuals can thrive. With the right work ethic and mindset, this is a place where hard work is supported, growth is continuous, and success is absolutely achievable.

The possibilities for compensation were grossly overstated from the moment I heard about this job. Anyone I spoke to laid it on very thick- saying that this job would be "life-changing" money. Everyone from my friend that first told me about the position, to my recruiter (onboarder), to my supervisor. "Wait until the you see the paychecks!", they said. 

The training was absolutely basic and downright lazy. I felt far behind other training groups. Also, we were pulled from our training on the eve of the beginning of AEP, and for a full week we left to work on things ourselves- not to mention we were pulled from training (after the grad calls) to have sales training. Sales training was ridiculous and barebones. Many of us, including myself, was hired on the assumption and PROMISE that we would never have to do sales- Swing Force, they called it. Sales training consisted of watching videos- for 2 days! How are we expected to handle someone's insurance- that would greatly impact their health- with 2 days of training? Would you want someone with basic training handling your health insurance? 

AEP was a big disappointment in and of itself- it was simply not busy as everyone said it would be- besides that very first day. We were promised that there would be so many leads (calls) to claim that we'd be able to login after hours if we chose. The que would completely die at 4-5PM. We used to joke that you'd better get all your calls in before 5PM, and we would all be just sitting at the computer for hours! How are you supposed to meet your goals if there are no calls? We had to fight for our lives to get 12 enrollments! One of the initial bonuses was you had to get 240 enrollments to get the full bonus of $1, 200. We worked that out to be no more than 17-18 enrollments a day. Not too difficult, right? It was simply impossible to get 17-18 enrollments a day. There simply was no volume! Compounded by this was the fact that the top enrollers were getting 35-40 enrollments a day! How are they getting 40 enrollments (not to mention winning all the spliffs and awards) and we were struggling to get 12? 

Finally, the biggest problem with this company was the utter lack of communication from management- and that is a gross understatement. Many of us had concerns early, and we were met with vague responses. When AEP was at it's slowest, and we would ask, "Will this count against us?" We were given the "SelectQuote is aware that it is not busy. SelectQuote will take care of you". We even had questions that perhaps SelectQuote had over-hired with 500 new enrollers in my class. Again, we were met with silence. We had questions about whether or not we'd be moved to Swing Force (sales) and we were told to *not ask about it* in the training Zoom call. My direct supervisor would constantly say, "Don't worry, it will be ok in the end. You're doing awesome!". We didn't learn of Swing Force until the very day before! We also received no information about our quality scores until the very end- I remember it was December 3rd- so we had no clue of what were doing right or wrong on calls, and/or what we needed to improve etc. I was told that my ranking was in the 40-60%, and that my chances to continue were "fair", and as long as I maintained and/or grew my enrollment totals then I would be ok. My performance was fine (so I thought), and I was laid off via Zoom call with about 100 others because, just as we all thought, they grossly overhired. 

I only wish that this company was more transparent and spoke to us like adults. We all understand that there are ebbs and flows and highs and lows to business. Maybe it was insanely busy during the AEP's of 2020 and 2019, but was it simply not as busy in 2021? We should have been told like adults- like people. We had no updates as to how anything was going during AEP. I hope SelectQuote will work on it's communication in the future. 

What is the best part of working at the company?
SelectQuote was an interesting experience. 
On one hand, you do learn a lot about insurance sales and sales strategies. 
It is a publically traded company, and they do manage their staff by spreadsheets. So if you don't hit your metrics one month, you get a month to improvise your metrics, before they let you go. 
They do offer a lot of in-house training opportunities. 
I for one, was new to insurance sales, and was my first gig for selling life insurance products. 
It wasn't bad, except for a massive $10,000 pay decrease after my 90 days started, then they changed the commission algorithm out of thin air, which made us sell 2x more to earn the same amount of money. 
In insurance sales, you are at the mercy of leads and marketing, and with this company they tried several methods of generating leads. 
It wasn't ALL bad leads, but you certainly had your daily hand full of terrible calls by the end of the day. 
I will say this, if you can shut out all the noise that comes with working for a large company, and just focus on your day-to-day objective of hitting your sales metrics you can do well, I guess. 
However, if you hit a slump, and that slump starts to take effect, you're doomed. There isn't much you can do about it as their sales algorithm rewards the best employees by giving them closeable calls, which if you are out of training and or in the lower tiers, you literally get the poorest people in the country calling for a quick quote then hanging up on you with no intention of purchasing or having a civilized discussion about insurance. 
In a given work day, if you're given 15 sales calls, 12 were horrible wasted leads. 
You might have a slim chance at closing 1 or 2 of those calls, and maybe the 3rd would be just luck. 
Oh, and prepare to be back in pre-school when it comes to internal emails and chat messages. Some of these middle managers never went to college, and it shows, as they write emails with meme's, and wild colorful fonts and random GIFs. I guess this is to improve moral, but in all honesty it just makes it like pre-school. 

Now, what I can say was the best part of Selectquote is if you are new to phone sales on this level, if you actually take their training seriously, you will learn how to sell well. That's the truth, they have a good sales strategy, and conversationally proven script that you can quasi follow. 

Now the most heartbreaking experience I had at this company was seeing all my hard work go to waste when I sold over 35 policies with a particular insurance carrier one month, and only 1 policy stayed in-force to which I got paid on, leaving me with a horrible commission check, because I had to re-pay the chargebacks. That wasn't cool and that's why I'm no longer with the company. 

Another positive thing: management, trainers, and co-workers are pretty nice people. I actually enjoyed my conversations with them and getting to know them. Management seemed to actually care about my performance, my well-being, and offered a ton of support, advice, training, and information on how to be successful. 

I'm not unhappy about my experience, but I think things could have been a bit better had them not run their company by spreadsheets and overkilled with complicated metrics. 

PS, have fun figuring out the commission algorithm, that's a doozy.

2.7 Stars out of 5.  

What is the most stressful part about working at the company?
The metrics that you were supposed to obtain on a monthly basis. The pay was also pretty bad. 

What is the work environment and culture like at the company?
Remote work environment for the Sales Teams anyway. 
If you live in the Kansas City metropolitan, you could commute to their Overland Park, KS office, which was pretty nice. 

What is a typical day like for you at the company?
In my role, about two hours of meetings, trainings, and then 6-8 hours of phone sales.

I can’t believe I had let go of great job opportunities to work at this chaotic place. HUGE  mistake! If you are a true salesperson with actual sales experience, this is not the place for you. If you know what an actual professional job is like and have a high expectation of how you should be treated as a professional and with dignity, then you will quickly see this is a chaotic environment that treats employees like numbers only. 
They find ways not to pay you what you earned. No one can clearly explain the complexities of how much they deduct from commissions and for what, and the rules seem to constantly change.  Everything seems highly subjective at that.
Don’t believe the lies they tell you to get you here or to stay. The truth is that the incoming ‘leads’ are people who are being telemarketed through outside agencies and then  ‘transferred’ to you, but more so, they are reluctantly pushed onto you. The transfer agents hang up a lot before the actual transfer, so they can get that transfer credit before the ‘lead’ on the phone, who didn’t even need or want help, hangs up. When you get these ‘hang-ups’, it is awkward because no one is there to introduce them and no information is even entered in the system.  For the most part, these ‘leads’ will hang up immediately on you, yet they count against your sales conversion numbers, which affects your pay and level. You then are told to call them back although you don’t have any permission from the ‘leads’ to call them back. And you are still required to have phone occupancy time (actual talk time) throughout the day. Occupancy time (if the requirement is not met) also counts against you for your commission and tier levelling. 
You are required to be on the phones incessantly all day and are micromanaged. Yet, the micromanaging is just to make sure you are on calls all day non-stop. It is not necessarily to help you. During AEP, you only get two half hour breaks that are four hours apart for your ‘lunch’ breaks. You are told you are not expected to be off the phones for more than five minutes at a time, unless you are on that half hour ‘lunch’ break. You should be picking up those incoming calls. You are not ‘allowed’ to take a full one hour lunch. 
You are like a robot to them. A disposable robot at that.  They even change your role in the company. So just because they hire you for sales does not mean they will keep you there. They let go of their whole enrollment team (the ones completing the applications for carriers), so they take sales people on lower levels of this ongoing tier system the company has, and have these agents ‘enrolling’ most of the day,  not selling policies like the actual insurance agents that they were trained and licensed to be.  So don't assume they will allow you to be the sales person you get hired for. The pay is extremely lower if you are stuck enrolling also. 
If you ask for help, it is not given. You get vague responses. Managers are fairly new managers and have no answers. It seems like they are just managers by default, because they were the only employees who did not leave for a healthier work environment like everyone else. And the fact that most managers are fairly new is concerning. Where did all the seasoned managers go?  They seem to leave too, just like everyone else. 
This company seems to care about  their numbers only, not employees, and will do anything and everything, to keep more and more of the agent’s commissions through their subjective and constantly changing rules. It’s better to work in a healthier work environment with actual structure and employee rules that don’t change every day on the fly. 


I worked with SQ through open enrollment and at the start it seemed really exciting. The hire on process was smooth but rushed and before i knew it we were on to training. My training group was about 300-400 strong at the start, there were issues with getting everyone their equipment mostly due to the large group and rushed mass hiring. Once it was close to trainings end it became apparent a lot of the compensation promises were lacking. The commission was incredibly strict essentially taking your breaks (30 min of paid breaks, 1 hr lunch unpaid) would end up putting you so close to the wire you were more likely to lose out on your commission. About 3 weeks in the commission requirements changed and it became even harder. At the start you were told 20 transfers a week and you were gold so long as your logged time was on point. Then it was upped and became less forgiving, giving up a chunk of lunch or missing break time was encouraged. management and supervisors seemed to lack in communication and in my hire on interviews my family needs were discussed and i was assured I would be given a schedule that met my needs as soon as the week long training was complete. Due to delays in equipment arriving and some parts being damaged I was remanded to a second training week. Once the new parts arrived the system had a number of technical issues and trying to communicate with the tech support team was difficult as the influx of mass hires clogged up the system. Another week passed with very little in the form of help and with their equipment locked down I was forced to use their tech support to resolve any issues I faced, mostly in maintaining connection to their call system. In the end their own VPN service was causing issues as it was not playing nicely with my service provider. Having used several VPN's through the years this was frustrating because I could have resolved the issue myself rather quickly if permissions were allowed. With all of the delays my family needs were mounting as i explained at the beginning I was promised a flexible schedule that would meet my needs, my child had been diagnosed with a disability shortly before my hiring and his therapy and medical schedules were set prior to my joining. I was able to find alternative assistance for a few weeks but delaying my participation was no longer an option. Rather than uphold the promises set forth I was penalized for time I was requesting off (a couple of hours twice a week in the AM and a split lunch to transport my child to and from school). I was given a verbal warning that I would need to remedy that and then a written warning of my performance as my technical issues had yet to be resolved. I communicated my issue and asked for clarification of prior assurances and instead was dismissed from my role and asked to return my equipment. Overall my time with them was not fruitless as they offer an incredible onsite university which i took full advantage of while working to resolve my issues with tech support. I learned a great deal which I had hoped to utilize once my issues were resolved. Alas I was not granted a chance, fortunately for me I can take the knowledge gleaned with me for my future endeavors.

Working at SelectQuote felt like being caught in a never-ending cycle of unrealistic expectations, micromanagement, and blatant disregard for employee well-being. The company prides itself on efficiency, but in reality, it’s a rigid, high-pressure environment that values metrics over actual human beings.

Every second of your shift is accounted for, with little to no personal autonomy outside of the mandated breaks—breaks that were once cut without warning, forcing employees to work extended hours during peak seasons like AEP. The workload became unbearable, with constant call monitoring and a system that penalized empathy rather than rewarding good customer service.

Handling food card inquiries was one of the most frustrating aspects of the job. Many customers were misled into believing they would receive benefits that weren’t actually available. They had been transferred multiple times, arriving already frustrated, and instead of allowing employees to clarify the situation honestly, the system punished them for attempting to de-escalate these interactions.

Leadership was inconsistent at best and manipulative at worst. Instead of meaningful coaching, feedback often felt like gaslighting, dismissing legitimate concerns about performance metrics that seemed designed to work against employees. If you weren’t meeting arbitrary quotas, you were pushed onto outbound autodialer lists loaded with outdated leads, making success nearly impossible.

And yet, despite all this, one thing always seemed to matter more than employee well-being: Mountain Dew. Whether it was management chugging bottles at their desks or some bizarre obsession with energy drinks, it was clear that keeping employees engaged and supported took a backseat to their caffeine intake.

The revolving door of employees speaks for itself—many don’t stick around long enough to tolerate the grind. The mental strain of constant pressure, micromanagement, and lack of support makes working here more draining than rewarding. Upper management seemed more concerned with stockpiling energy drinks than addressing the glaring flaws in company operations.

Career growth? Not based on skill—just endurance. The longer you can tolerate the broken system, the better your odds of getting anywhere.

Final Thoughts

If you’re looking for a job that offers support, transparency, and a fair shot at success, look elsewhere. SelectQuote thrives on burnout culture, holding employees to impossible standards while ignoring their well-being. The system is designed to extract as much as possible from workers, with little concern for how it affects them mentally or emotionally.

Sure, some people might manage to climb through the ranks if they can endure the grind, but for most, it’s just an exhausting, demoralizing experience. Proceed with caution.

I worked for Selcetquote for about a year.  Initially I was very happy and “bought” in the company.  Made more than they predicted, as many did. Worked my way up the levels.  Then things started changing. Commissions on certain products were split between 2 months, stating the carrier made the change, later to find out that was false information.  The comp plan is based more on how they are going to take away your commission, instead of how you can make more money. 

Then AEP hit.  All these promises of a good portion of your yearly salary would be made. There were training bonuses we were told “not to worry about “ because what you would make would more than compensate those.  Every Saturday was mandatory, late evenings, which where all fully disclosed.  The problem was that leads dropped off at 5pm and we sat for 1-2 hours begging for a lead. Killing our talk time they were constantly pushing and negativity impacting our occupancy. Managers noted early in AEP they were aware of lack of leads and were working on it... nothing changed.  Saturday’s were about the same, they really should have been voluntary.  I managed to get to a L1 and with all the overtime and being a top producer my checks were no different than when I was in FE. Most seasoned agents noted a drastic drop in the comp plan, that once again was so complicated you had no idea what you were truly making. Your main compensation was based off an ancillary product that you didn’t even sell.  

After bragging at a company recognition night about how we helped the company have a record year in AEP we were hit with yet another comp change that favored the company not the agent.   Those who transferred back to the life side were greeted with yet another comp plan that not only cut the comp in half, but also allowed the company to “claw back” any policies that were cancelled 6 months out and instead of getting paid the month they went in force, it would be after the 30 day period, so essentially 60 days after the fact you might get paid. And the 1/2 now 1/2 later still was in effect, affecting any bonus potential.  One thing to also note, you have no control over seeing if policies are in force or not, you are to trust the company and your managers, who are merely yes men for the company..

Do not believe them when they tell you they pride themselves on work life balance and flexibility.  This is literally a sweatshop in the insurance industry.  They play favorites and yet still will not promote top producers into management roles, only mediocre agents. This company does not want top producers that they have to pay bonuses to, they want agents who are happy making more than just minimum wage.  You will be lied to, your license will be at risk for practices they encourage.  

Top Job Titles	Average Salary
Sales representative 3 salaries reported	$15.33 per hour
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Pharmacy technician 20 salaries reported	$20.14 per hour
Staff pharmacist 14 salaries reported	$121,833 per year
Shipping and receiving clerk 16 salaries reported	$18.50 per hour

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