Unfair Compensation. Outbound dials make 2x more money to sell the same product. - Anonymous employee Achieve Employee Review

After starting the position at FreedomPlus we were told that we will get paid with the intention of parity between inbound and outbound. We were told the company would try to keep the pay scale even, considering we sell the same product as outbound dept does, we do double the work and half the pay. (not to mention the company already saves a lot of money by closing a loan by an inbound associate.) The outbound department is making significantly higher income, they also do have an opportunity to make even more with what is called LC3, this is a bonus on top of their bonus for hitting certain metrics which inbound does not have. There has been multiple attempts to speak to management about this situation and besides being belittled or told to go find another employer there has been no progress or any attempts to change the compensation. When the inbound department had a decent 2-3 month stretch of sales and compensation, they were very quick to give us pay cuts for “making too much and needed to create parity”. We in the inbound department are significantly underpaid, the inbound department as a whole can agree that a change needs to happen. In the month of December the outbound department is producing the same amount of loan as inbound, 40 loans for the month will give an outbound associate $6,200 in commission plus their LC3 bonus if they qualify. In the Inbound department 40 loans will only get you AT BEST assuming we have all our loans over the required amount, $800 commission. We are being treated unfairly due to the fact that we do not have the necessary tools to do our jobs and maximize our commission due to the REQUIREMENT of loan size (which I mentioned before is a PLUS on top of their bonus for the outbound department, if inbound does not meet loan size we get paid less per loan), how are we being held accountable for our loan size as part of our commission, when we don’t have the counter offer tool which is another false promise by upper management. Next is not being able to take time off, we get paid so little per loan that if you take time off and get spotted loans, those loans will more than likely be paid very low which is not enough to make ends meet. If an associate takes a week off, which for this example is given a credit of 15 loans (which is considered high) you will more than likely only close 40 loans for the month, being paid at a very low amount of $20 per loan (which is assuming ALL the loans are over the required loan amount, if not its another paycut of 15%) that associate that took time off will now have a commission of $1,100 which is not a survivable income, and compared to the mentioned commission of $6,200 for the outbound department. If parity is the goal, the top performer in the outbound department and the top performer in the inbound department have a very wide gap in pay.