Virtuous Software Reviews

Just some facts from a year (Left in 2022): -Only one person met their quota (Full Quota) -You are not really working on enterprise deals. At most companies, this is a Mid Market role. -Everyone else finished around 50% -The comp plan has a lot of levers which makes payout very difficult. Don't trust the OTE, as it's very obscure. -The director of sales didn't even manage a team before Virtuous. -Check the ads. You will likely note there is never slow hiring for other EAE roles -Very clique oriented. There are a lot of cartoonish stories here that would probably get the review pulled if shared -60-70% of your quota Is supposed to be rep generated… but there are no hard territories. This includes an abstract disbursement of leads -Ask about BoP during your interview.. I was straight-up lied to and told everyone was exceeding quota -This could be a pro or con depending on your view: The most successful vertical is the religious side. So this means you need to be on that team if you want to hit quota. The Majority of clients are religious, and many have very conservative values. This is very much a company that has the startup culty vibe. The culture here is very surface-level, and while you can dedicate yourself to the company they will not do the same.. they are an overvalued PE-funded org.. culture at that level falls quickly. Be careful who you share any of your thoughts with. If you've been in nonprofit software sales before, think of this as maybe a half step better than Blackbaud or Bonterra. During my time there, we were asked to post on glassdoor with 5-star reviews. So i’d pay more attention to the critical elements.. But if you read this the theme is there.

A few cons to be aware of: 1. This company is growing fast with people moving into leadership roles quickly without proper processes or training. There needs to be a greater emphasis on training managers and above on a)how to manage people and b)how to build stable processes for growth 2. Virtuous is not a company that is going to take a stance on issues from a company perspective. Outside of that, there is little acknowledgement from leadership when large pressing issues are affecting their staff like Roe v Wade, school shootings, BLM, etc. They largely stay quiet as a whole unfortunately. 3. There doesn't seem to be an emphasis on diverse hiring. When I first onboarded, their reasoning centered around being PHX based but now much of their hiring is remote work and still no change. 4. Culture can be improved; there seems to be a thought that culture means Slack shout outs and GIFS but there is so much more that is needed to truly create culture for a largely remote employee base. 5. The sales team hiring & focus need to align with the product capabilities and roadmap. If you hire AE's with particular backgrounds like Healthcare and Higher Ed, the product focus needs to align with these verticals for success.