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      GoDaddy

      Engaged employer

      GoDaddy reviews

      Sales & Support - Inbound Sales and Support GoDaddy Employee Review

      2.0
      26 Jun 2016
      Inbound sales and support
      Recommend
      CEO approval
      Business outlook

      Pros

      1. Decent hourly rate though they recently sliced a lot of bonus for a lot of people 2. Nice facilities 3. Some cool perks like discounts and deals for its members 4. A few cool people rolling around in there and a few great managers, too

      Cons

      1. Super high pressure about sales even when you're on a graveyard shift. They don't acknowledge shift differentials enough. There are simply times where tech support is more in demand vs. people calling to purchase. 2. You get 0 rewards and incentivs for tech support calls. You get a little multiplier if you hit a certain tier of bonus, otherwise, nothing, so people get really frustrated with customers who need more help. You can have a 10/10 customer satisfaction ranking for your entire time there and it means nothing if you didn't hit your sales quota that night. They say they care about doing the tech support right but the only thing they EVER talk to you about is sales, sales, sales, sales. 3. The part-time stuff is a mess. You have a few good managers and if you're lucky, you overlap with them. The other part of the time, there will be 30+ people with one overworked, stressed out manager and maybe an assistant. If you absolutely need a supervisor, you are forced to wait, usually to the point you're irritating your customers - and no matter how long it takes for you to get someone, you are supposed to make small talk with them to try and sell them stuff. 4. Scheduling: In my experience, scheduling dept is the worst about returning emails or fixing things unless a supervisor goes down there to fix things personally. Emails don't appear to be effective at all. The recruiter glossed over some of the finer points of moving around within the company. I think if I had avoided inbound sales & support and just waited for the position I'd originally applied for (it wasn't opening up for several weeks and I needed money, to be frank) I might have had a different tune about GoDaddy, because I think I might have liked it otherwise.

      avatar
      GoDaddy Response
      9y
      Thank you for taking the time to write your review. Let me address a few of your concerns. - You state that we are a Super High pressure sales environment. However in the Sales and Service Consultant role our minimum expectations are well below the department averages and most of the people we loose do to performance is due to attendance issues not performance while they are here working. - Zero reward and should separate Tech from Sales calls: We at Godaddy understand that our customers are micro business's. These customers are experts in their field but most of the time do not understand what they need to do to have a successful online presence. It is our job to help them not only with the technical issue they are calling in about, but to help understand what their business goals and struggles are so we can match them with the correct products to make those dreams a reality. - As far as sales being a qualifier for another non-sales role. It is only a factor if you are not meeting the minimum expectations. If this is the case our coaches and supervisors can help you to learn how to gain understanding of the customers dreams and needs and help them to get them added to their account. Our intent is not to be a high pressure sales organization. We never want anyone to sell anything that the customer does not need. - Give the agents the help they need: All new agents go through an extensive 4 week training program to help learn our products and vision. After they come to their team they should fully understand where to find answers for a majority of any issues that may arise within our knowledge base system. If not you can reach out to our advanced support teams in Chat to help with an answer. We also have Coaches, Supervisors and managers on the floor to assist. Your supervisor will review a minimum of 4 calls per month to provide feedback on as well as have weekly 1-1's with coaching plans focused on the key behaviors to change in order to exceed all Godaddy and customer expectations. Sincerely, Brad Ehly Customer Care Director

      Explore other reviews about GoDaddy

      5.0
      16 Jun 2026
      Software development engineer (sde)
      Recommend
      CEO approval
      Business outlook

      Pros

      Great company to work for. Annual bonus, ESPP, annual equity. The comppany really cares abuot its employees.

      Cons

      No cons come to mind

      1.0
      15 Jun 2026
      Customer service
      Recommend
      CEO approval
      Business outlook

      Pros

      The people. Many talented, hardworking employees genuinely cared about helping customers and supporting one another. I gained valuable experience in customer service, website consulting, digital marketing, project management, and cross-functional collaboration. My coworkers consistently went above and beyond despite increasing demands and shrinking resources.

      Cons

      High turnover, declining morale, and a culture that increasingly asked employees to do more with less. Over the years, benefits and employee perks were gradually reduced while workloads and expectations continued to grow. Many employees took on responsibilities well beyond their job descriptions, including training, coaching, mentoring, quality review, side-by-sides, and leadership functions without corresponding compensation, title changes, or advancement opportunities. Career growth often felt unclear and inconsistent, leaving many employees feeling that hard work and additional responsibility were not rewarded. Leadership frequently emphasized that employees were replaceable rather than investing in retention, development, and institutional knowledge. This created an environment where many experienced and highly capable employees felt undervalued, disengaged, and ultimately chose to leave. Many female employees expressed frustration with what they perceived as inconsistent promotion practices. It was common to see highly capable women taking on additional responsibilities such as training, mentoring, coaching, quality review, and leadership functions without formal advancement, while others appeared to move into leadership roles more quickly. Whether intentional or not, this created a perception that advancement opportunities were not always based on contribution, performance, or demonstrated leadership. The company often spoke about valuing employees while simultaneously reducing benefits, eliminating perks, increasing workloads, and expecting employees to absorb additional responsibilities. Over time, the gap between leadership messaging and employee experience became increasingly difficult to ignore.

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