What is the hiring process like at ServiceTitan?

The Mixer process was very professional and even though it was over zoom, you still feel like you are right there in the room with people who are looking forward to get to know you as a person.

The Interview process was unfamiliar territory, not bad, but just different in a lot of good ways as well.

-I love the people I worked alongside with. Honestly really great folks and I don't have anything bad to say. It was really chill going through this with them. -I'm forever grateful that the job gave me the opportunity to break into the tech sales world so I'll always cherish that.

-Bad and recycled leads that just said they weren't interested like three months ago. -Some managers are awful during the onboarding process. They're hands-off during that process but suddenly want to micromanage once you get into the role. -Quota attainment was so low for the commercial side of the corporate team that the quota was LOWERED. So that should tell you how things are. -Many people have been there for a year and even up to two with no sense of a promotion in sight. -Churn and burn. People you came in with will be gone. And it'll happen pretty quickly.

Good company benefits, remote work & employees who genuinely want to succeed.

Where to begin: if it looks like trash, smells like trash, and feels like trash.. it's trash. The most frustrating thing about ST is that the employees genuinely want to succeed and try hard. Unfortunately, the environment they've created prohibits anyone from doing so. Regarding the SDR team, the org was foundational set up incorrectly, resulting in each dept within the sales org to be incredibly siloed. There is absolutely no cross collaboration within the GTM function. The first company I've worked at that has 0 alignment between the SDR & AE Org. There are so many rules and sub rules (SLA's) and opportunities to DQ that each team ends up focusing solely what's on their own self-interest. Because of this, it feel like its always feels like its the SDR team VERSUS the AE team. SDRs are forced to use a script and playbook that is archaic which results in an overwhelming lack of success, yet they keep forcing the agenda. Every rep and manager is only coached on how well they're adhering to the script and playbook - over time it's just a broken record. Furthermore, they have no career growth opportunities: SDRs RARELY get promoted to AEs. Not only does the company not enable them to become AEs, the AE team has no interest in hiring internally from the SDR org because "they don't have closing experience." So now there's an org where less than 10% of reps are hitting quota, and even if they do, their hard work doesn't get them promoted. The attrition is so high due to performance management or lack of career mobility, there is a new onboarding class every month! This creates low morale among the team and stress for the managers for constant interviewing and new team members added. Managers have great insight and suggestions as to how to progress the org but our input doesn't matter. It falls on deaf ears to leadership who honestly have no idea how the SDR org operates: they focus only on the success of the AEs and pretend to hear us out. Regarding leadership, they have the wrong people in seat, and because these people are so protected, the org has never progressed. Based on performance management alone, everyone should have been replaced by now but they're still there and of course nothing has changed. As a manager, your experience at ST can vary greatly depending on who your Sr. Manager is. You can either have full autonomy to manager your team how you'd like or you can suffocate through micromanagement. However, regardless of who your Sr. Manager is, the chance of you hitting over 80% is slim anyway due to poor processes. Morale is low on the team and there's a non-existent sales culture. Most people just feel battered to the ground and if you speak up then you'll have a target on your back. Constantly seeing your peers quit/leave + not making quota/commissions + not getting promoted just leads to high attrition. Most SDRs figure this out quickly and start looking for new jobs shortly into their tenure. Overall, ST makes things incredibly more difficult and frustrating than they need to be. I'm surprised that they've lasted this long operating the way they do. I would suggest only joining if you're unemployed and desperate for some income, and then silently applying elsewhere while employed.

Salary Benefits Manager Role was amazing

The role itself was engaging and well-structured, and I appreciated the opportunities it offered early on. However, as time passed, a pattern of behavior from certain team members created a difficult atmosphere. These behaviors weren’t always loud or visible, but they had a real impact — from overly critical reactions to minor errors to a sense of selective accountability, where not everyone was treated equally. There were moments where the pressure extended beyond work hours, with messages or expectations surfacing before shifts even began. It became clear that navigating the team dynamic required walking on eggshells, especially when it came to how some individuals handled communication and mistakes. What stood out most was that the same treatment wasn’t new — I later realized that others before me had experienced similar interactions. This wasn’t about the job itself, or the company culture as a whole. In fact, my direct leadership was supportive, and I never wanted to escalate things or create conflict. But when the same tension follows different people out the door, it may be time to look closer at where it’s really coming from. I chose to step away quietly, and I genuinely hope the team environment becomes as strong as the company behind it

Supportive immediate team and generally nice colleagues.

The role I was hired into was not clearly communicated internally before I started, which created confusion about its purpose and responsibilities. Some teams believed the position overlapped with their roles, which made collaboration more challenging. In addition, the resources and budget originally discussed during hiring were not available once I joined. There also appeared to be a lack of respect and support for employees from some of the senior leadership.

The people - while most of the great people I've worked with left the company at some point, this was a great learning experience for me as I had the chance to work with many hard-working, goal-getter people from USA, Armenia, and other offices. The customers - while it's a very tough business industry, and clients are not so prone to digital transformation, they're one of the most grateful people I've worked with. Everything you do or don't do gets noticed, and that's what kept me going in this role for so long.

The culture changed from being a place where you could come up with ideas, innovate and lead to just 'do what I ask', 'don't ask questions during the meeting or you'll be the next to be laid off', 'don't question the workflows, just do what we say'. Obviously, this is a very toxic environment so if you have the chance to find another opportunity where you can learn, grow and be appreciated, please do. However, keep in mind that this only is my and my teammates experience with the Success department. We always heard a lot of negative feedback from the rest of the teams (especially client facing roles) but I cannot speak on behalf of everyone. Overwork. All the time. There was literally no period where we would get off the office on time, there were so many client requests and so many deadlines and quotas to hit that you almost had to sleep at the office (which sometimes we did). You won't be promoted, unless your manager's manager favors you. While metrics, reports and all types of tracking mechanisms exits, and micro management is part of your daily routine, you still won't be judged based on those numbers. For me, and so many of my teammates, managers, directors, and executives we never worked with before, completely changed the performance review reports post factum, and lowered the ratings without giving any constructive feedback (which they're supposed to during the 1:1s) or backing those comments up with any data. Salary is good but given the long hours, stress and constant micromanagement, you will never feel great about your job.

Pay and benefits are good

This is the most unorganized sales process I have ever seen and it is beyond tedious and time consuming. SDR's are encouraged to call leads so many times that do not qualify to the point of harassment. Just saying the company name on a call gets me hung up on. Everyone in management makes it so difficult to get an answer on a basic thing. I have had tenured SDR's tell me they work overtime with no pay to make sure they hit target because they are quick to fire.