Pros
In the beginning, the Service Center was great. Many well-meaning and skilled people were working the phones and providing great sales support and client service. As time wore on and the company struggled financially, the quality and number of service center employees decreased, resulting in long hold times and poor outcomes. The vast majority of Beyond employees, especially at the "producer" or "service" level are outstanding human beings. As you rise through the ranks the quality of human decreases. Lots of performance based bonuses for recruiting, early new recruit production, and hitting meager revenue objectives. This took the place of traditional salary. Seems to be more focused on promoting from within, which allows for advancement, but there is no meaningful leadership training across the entire organization.
Cons
Beyond positions itself as "charity owned" claiming that it contributes "half its profit" to a charity started by the founder Bob Carr. The company has not contributed a single dollar to the charity and the conditions under which such a contribution would be made is extremely low probability. Sales training is extremely weak. Catering to the "fog a mirror and you're hired" salesperson, the training is very entry-level and completely missing product training. Training teams are well-meaning wonderful people who have never sold a thing in their lives and don't know the very basics of payment processing. Underwriting is extremely conservative - basically Beyond wants to board a bunch of restaurants yet doesn't have a meaningful restaurant solution to position. Payroll is HORRIBLE. Run by a train-wreck of an internal operations team and partnering with Execupay, it is both extremely basic and extremely poorly executed. The allure during recruiting is "multi-product sales" but eventually leaders find themselves saying "just focus on payments". No meaningful point of sale solutions and ZERO equipment placement programs. Nearly every company in the industry places equipment for free, financed, or at a reduced cost to win business for certain deals. Not Beyond - they expect you to take it out of your signing bonus. Very low residual split for sales reps and EXTREMELY low override for sales leaders. Sales producers make 50% of the annual margin up front (subject to claw backs) and 15% residual. Managers make 25% of Sales compensation to the producer. Very hard to get out from under the "guarantee" offered in the place of a salary. Programs, products, and ideas are launched before fully vetted and tested resulting in a lot of confusion and straight chaos with the sales teams in the field. Founder/owner has been under investigation by the SEC and has ongoing legal battles with his former company.