The company itself doesn't seem bad but the pay system is extremely slow and once paid you will be let down by the amount compared to the amount you were initially told about in the interview. Being outside sales and using my personal vehicle, I was told I would receive compensation for gas in a Monthly Gas Allowance program set up through the company. I was then told AFTER I was hired that the gas allowance is received after 10 (ten) merchant accounts are set up through the company. I was told by a recruiter that the leads generated by the company are warm. After I left my job back in Chicago due to this "great opportunity" as advertised, I quickly realized that I was not receiving warm leads, and in fact the company doesn't actually provide a true "warm" lead. It is outside sales B2B. Essentially cold calling but in the field in person. Compensation for sale was half of what I was told by company. I was also told I was going to receive a $2,500 sign-on bonus if I accept employment, which never happened. Terrible employer in all honesty. I would never recommend this company to anyone unless you like to drive around on your own dime for nothing.
Sales (Former Employee) – Stevenson Ranch, CA – June 26, 2015
A company with poor management practices, most employees are disengaged and want to quit. The company's management culture needs an overhaul. The president of the company over commits and always fails to deliver what he promised. An executive vice president who likes stir up drama and put people under the bus so she can take credits of other employee's hard work.
Here are a few problematic practices of the company:
1. Poorly Executed Performance Reviews - Management took forever to review performance and sometimes other employees don't get reviewed at all.
2. Stifled Mobility - No encouragement for employees to find new jobs internally. Management fails to acknowledge employees hard work, but one mistake--WOW!. Instead of finding solutions and consultive actions, management concentrate on one fault.
3. Preventing Follow-Through- Most employees like to feel their work has meaning. If they don't get this kind of satisfaction, they lose motivations. One sure way to demean an employee's work is to move them off a project before it's completed.
In this company, an employee will be working on a project, then management will give the project to another employee while the other employee is still working on it. Additionally, the management intentionally didn't tell the other employee.
4. Team Building? (NONE). Management often failed to recognize what makes the company--employees make the company. This company doesn't practice team building instead stirs up issues between employees.
5. Leading by Example? (NONE) Some managers are very unprofessional. more... A good example is one executive embarrassed an employee in front of others by pointing out the employee's mistake out loud. And then you can here that executive talking about the poor employee.
There was nothing good about this company. Sales reps were being told they would have pre-set appointments or "warm leads" when they are really cold calling. The sales managers had to lie & B.S the sales reps to keep them making cold calls before they quit. When a sales rep made a sale it took about 3 weeks to pay them or they just didn't get paid. They treated the employees very bad. They laid off a whole department the week of Thanksgiving. They let them have a pot luck and then laid them off during the holiday seasons. I believe the company is no longer in business. Thank God. I'm not shocked because the management team were like the blind leading the blind.
They gave you a lot of visa gift cards
They gave you gift cards instead of paying you your correct commissions
Great opportunity, No Sales Model, No Help from management.
Team Leader (Inside Sales Manager) (Former Employee) – Addison, TX – April 28, 2014
I was recruited by Pace based off my success at my previous employer Encore, to help assist in galvanizing a brand new sales channel for the processing industry. This was a great opportunity for me as a young business professional to get in with a company on the ground floor for room to advance. I was then laid off due to Pace not meeting its goals and quotas prior to me being there. There were tons of back office loose ends that were out of my control. Due to retrenchment from Pace i was let go to eventually find out that there were other, more experienced inside sales managers released as well.
Good Pay, Great Commision, Advancement Oppurtunity
sales rep (Former Employee) – texas – January 30, 2014
You will never get paid. unlike most companies they tell you wait to get paid until the actual equipment is activated, not when you make a sale and sign the paperwork. That should have been a first red flag. Then two weeks later after being lied to continuously that the equipment would be there in two days then three then four well sorry the deal fell through. And agents have no way to track anything with their sales or orders or merchants. Its really unorganized and like I said hopefully you actually get paid eventually.
make it sound good
never got paid, have to wait until the actual equipment is activated before you are paid, no back office, no way to track your sales through them, no agent updates or information, never got paid, lies just to keep the rep and merchant hanging on a line
Productive workplace with a diversified staff of highly trained individuals
Operational Systems Engineer (Former Employee) – Dallas, TX – February 7, 2013
The Texas location for Pace Payments is a Sales office, involving B2B Telemarketing and Outbound Inside Sales with a total of 30 employees. As the Operational Manager, i offered detailed support and execution of new verticals, strategic plans, and sales support. As the Systems Engineer, my focus was on new development of product offerings and procedures for Operations in California. This required working with Senior Management Team in Sales, Partner Relations, Development Director, and Operations Manager in California. Each member demonstrated high expertise in their departments and provided viable information to reach our goals.
paid medical/dental coverage, 100% match on 401k up to 3% of contribution
continious changes, poor communication between the department managers