Fully Remote. Can be a positive and a negative for the sales side - Sr. BDR Rankings.io Employee Review

Rankings.io was truly an incredible place to work. The people, the clients, the mission, and the energy of the collective team was unmatched. I have waited about 6 months to write this review, because my journey here ended in a heartbreaking layoff. I am not being facetious when I say, I still have dreams every week that they've called to say they made a mistake and want me back. This is an organization that prioritizes their people; whether it's the great benefits, the hands on training, or the commitment to work-life balance -- you will love this company. If you're looking for: - Fast Growth - Autonomy in your role - A winning team Rankings.io is the place to be.

When I joined the company, I was met with the promise that they would "never grow too quickly and lay people off". They would always "keep the right butts in the right seats". As someone who fell in love with the company, supported the mission, and was performing to the best of my ability, I am disappointed that growth was greater than the people. I had dreams of a 40 year career here. While I am forever grateful for the forward movement Rankings,io provided in my career, I am still so saddened that they lost the "vision" along the way.

I learned a decent amount in the role. Direct manager and team were easy to get along with.

The biggest issue for me was the way growth path and promotion expectations were communicated. They were not as clear or consistent as they should have been. Early on, I was told that if I hit quota for three consecutive months, that would lead to a promotion. I hit that benchmark, but the promotion did not happen. After that, I was told I needed to do it again for the promotion. So I kept performing and exceeded quota for the following quarter. I checked in monthly to make sure I was on track and was consistently told that I was. At one point, senior management told me I was already operating at the level of the role I was trying to be promoted into, but even then, the goalposts started shifting again. As it became clear that I was going to meet the stated requirements for a second time, communication around the promotion became increasingly vague. By the time the promotion was supposed to happen under the standard I had been given, I was no longer really expecting it because management’s language had become so noncommittal. I understand that promotions are ultimately discretionary. That is standard. The issue is that this was not how the process was originally communicated to me. Future advancement was initially used as positive motivation, but when that advancement did not materialize, the structure quickly shifted toward performance pressure and negative consequences. The same metrics that had been presented as the basis for promotion later became the basis for discussions around termination risk.