- Inside the office is a little crowded. If you are used to having a lot of space at your desk, you won't have that here.
- The pay is not that good. You are required to clock your hours. You can get overtime, but it is a pain to have to clock in your hours and I have not experienced having to do this in past similar positions.
- In addition to the base pay itself, the commission for the BDRs is insulting. You could land a meeting with a fortune 500 client, and that would count the same as a company with 1k employees. The commission is capped to a target and the metrics to get to your target earnings are unrealistic. The most you could make in a month is 66% that I would make in my past positions. Also, who enjoys being capped? Absolutely no one. If this is your first job out of college, you would probably be fine with it, but given my knowledge of other comp plan structures, this was unacceptable to me.
- Lots of changes. My direct manager left during my first week. We had an coworker get terminated my first week. It seems to be a revolving door in terms of talent. With the new management came the commission plan change that was previously discussed (it was uncapped before and different company sizes yielded different commission amounts).
- What might be the ultimate downfall of Gympass is its persistence in trying to replicate the LATAM market (from which the company began) to the European and American markets. As an employee, you will see leadership promote strategies that worked for them in the LATAM market, although they may not be the best for other markets. While I think it is important to have a benchmark, it is also important to realize other market dynamics that make America and Europe different. Not everything will work the same, and you shouldn't expect that same!
- Again , Gympass is a young company, they are trying to figure things out. Leadership sometimes feel like they are learning just as much as you.
- If you are a BDR, expect a lot of micromanagement. I am all for coaching and feedback at the the right times, but it seemed too excessive in the way the it is currently practiced. Don't expect management to be accomodating at all. They ultimately just care about the numbers. It takes multiple months for lead generation representatives to ramp up, despite this they gave out a performance improvement plan (PIP) for me after my second month with only two weeks to improve!
- Also you don't get credit for Virtual meetings scheduled only face to face. You have to hit a certain face to face threshold in order to credit for Virtual meetings.
