Autosoft FAQ

Pros

Having spent my entire career in the Auto Industry vertical both at a dealership level and the vendor side, there are many positives Autosoft offers specific to this industry: - Incredible work life balance: WFH (even before COVID) and a culture of do what it takes to get a job done as opposed to clock in for x amount of hours. - Excellent benefits for the Industry: 401k Match. Employer paid healthcare. Above industry PTO. A health rewards program that actually pays $$. - Great Comp Plan: if you are looking at a sales role the base/variable plans are very competitive. Naturally in sales the more you succeed the more you make and Autosoft maximizes this while securing their reps with an above industry standard base. -Excellent Management: The regional sales director, who has been at Autosoft for 4.5 years, is constantly looking for ways to help you succeed. There is no micromanagement or manipulative sales management style.

Cons

A few areas of improvement from a single contributor sales prospective being at Autosoft for just under 2 years: - At times the company can overcomplicate things. Whether it be data entry in the CRM, how to go about launching a new module in the product suite, or overall organizational structure. Sometimes less can be more. - Market driven product value: While Autosoft has a rock solid DMS platform there are aspects of the system’s UI that are antiquated. In competitive situations it is harder to charge the same (and sometimes more) than competitors that offer a more modern UI. Sometimes it seems that the departments outside of Sales are unaware of this.

Advice to Management

In my experience with my direct reports and the CEO management has been great. We are so close to unleashing a game changing product and we are all gunna ride that success wave when it comes! Keep it up!

Pros

The best thing about the company is the people that work there.

Cons

Literally everything now. The culture used to be a big draw - but they've cut that down and out. The CEO has sucked the life and fun out of everyone. He hires managers and directors who would be great, but he treats them like minions and tries to micromanage everything they do. Turnover is through the roof, but nobody sees that as an internal problem. Don't buy into the hype of old reviews, that is not the company it is today. When you interview, ask how long that person and their boss have been with the company.

Advice to Management

Advice to the CEO - get out of your own way! You're holding every one and every thing back.

Pros

Autosoft has the best people with extensive knowledge of the industry and its needs. Everyone is available to help and if they don't know the answer, they help point you in the right direction. The company is virtual first and has started hiring great people from all over the country. We also have an amazing benefit package...free healthcare, low premiums for vision/dental, life and disability coverage, pet insurance, 401k with a match, volunteer time off, 15 days PTO + 9 paid holidays...the list goes on! We also have an employee recognition platform that gives us an opportunity to recognize others within Autosoft; that recognition turns into gift cards...it's great! We're getting ready to launch a new product and I can't wait to see how we grow next year!

Cons

Still figuring out how to be a virtual company. When we were in the office there were a lot of smaller perks we'd get on a regular basis...I think this is getting better from a virtual standpoint, but still needs some work. Communication is also getting better.

Pros

Great benefits and truly care about their employees

Cons

None that I can think if

Pros

Very competitive base salary and benefits package. Amazing work/life balance. The staff that I interacted with was very talented and easy to work with.

Cons

Extremely high turnover across the company. While the market is red hot at the moment, the inability to retain talent is telling. Career growth / advancement opportunities are limited or non-existent and performance evaluations (when they occur) are incredibly informal. Even when they do occur they don't account for much. No formalized raise and/or bonus structure. There is a general lack of ownership & understanding of the product. It isn't uncommon for outage calls to consume 15+ people from most teams trying to determine who owns the problem, steps for resolution, etc. It isn't terrible, but there is a certain level of micromanagement occurring that can be annoying. Teams are extremely siloed and there isn't an effective strategy in place to communicate across the teams for things like over-arching code changes, changes to best practices / patterns, and other things like that. There is a bunch of "old guard" spread out across the organization so making changes to "how things are done here" can be challenging. The company goal is to "grow as big as possible" which isn't very inspiring . Leadership is extremely dialed in to the Glassdoor score and incentivizes staff to post favorable reviews which you can see if you compare the Nov/Dec 2021 reviews to the rest of the reviews in 2021.

Advice to Management

Artificially inflating the Glassdoor score doesn't fix the underlying problems that caused the score to fall in the first place. I think if you focused on some of the items in the negative reviews that have been left, you would see the score increase organically. However if the organization can't afford to do raises and bonuses (as an example), that is ok, but at least be transparent with the staff about it. I don't know how many times I heard from management that 'its being worked on', 'they are coming', or some other similar comment that didn't materialize. If you do decide to implement these programs please make sure the details of the program are black and white and that you do enough analysis to understand if the company can afford it so that you don't have to move the goal posts / cancel the program at the last minute. The snafu with the wellness benefit during the fall is a good example of how a well meaning program can cause so much angst for the staff. I believe that GO has an opportunity in the market, but I am not sure if the company has the correct leadership in place to execute the plan properly. My line manager was fantastic and I always felt that she had my back, but the senior leaders weren't very inspiring during their quarterly calls and I am not sure if they even liked each other. And, at least for the development team, it didn't feel like there was a unifying vision on what a given process should be, how we were going to handle some of the bigger problems, and so on. It felt like a free-for-all between all the teams.