DialogTech Reviews

They don't let people go due to incompetence, ineptitude, and at times a complete disregard for ethics. It's widely known that the code base the products are built on is inferior. Commonly referred to as a "house of cards", "dumpster fire", and "hot garbage" by staff it's a root cause of many of the problems the products experience, particularly the flagships products LeadFlow and SourceTrak. These problems are exacerbated when a code push happens because it's never properly Q&A'd and results in the frequent service disruptions I mentioned above. As a result of this the company's core values should be narrowed down to "We'll do what's right for our investors". They only let certain sales people sell their LeadFlow product so if during an interview you ask, "How many of your sales reps are making quota?" you'll get a skewed answer because very few hit quota. During onboarding you will not receive sufficient training and ongoing training doesn't happen either. Competition continues to innovate at a higher rate and puts out more stable products resulting in greater market share.

- There is no onboarding training program, and senior management consistently claims this is to encourage hiring "self starters" and "entrepreneurial spirits", in reality this sets far too many people up for failure because there's no natural learning process to understand SourceTrak and LeadFlow. If you're afraid of investing time and money to train your employees, that's a fundamental problem. - Your incentive bonuses are based on the strength of your portfolio, so it's a 50/50 chance you'll land some accounts that are happy to renew expensive contracts, or you'll be scraping bottom of the barrel for small businesses to pay for overpriced service fees. They fired the top account earners middle of 2016 because they were making 6-figure salaries, and turnover rate in the sales department is abysmal. Management will also keep most large (and profitable) accounts to themselves, it boosts their incentive bonus pay, and seems they don't trust their direct reports with them. - Senior leadership and HR instituted a personal and professional growth tracking program, but middle management thinks it's absolute bogus and doesn't bother to speak to their employees about where they'd like to see themselves in the future, or their career goals. So you're getting 2 hour seminars about self improvement that your bosses don't even buy into. - Unlimited PTO should really read "PTO limited by what your direct management considers appropriate to take off for your role and workload." Everyone (and I mean everyone) is uncomfortable taking time off because it's a topic that's brought up as a slight against you in annual and semi-annual reviews. - Very cliquey culture, the typical high school group mentality among almost every department, you've really got to go out of your way to make any connections.