Were you lied to in the Comcast Enterprise Account Executive Hiring Process?
Does any of this sound familiar to you?
You’re now a Comcast Enterprise Account Executive. You’re surprised you’re not making more money. You’d think it was your poor performance, but you notice it’s not just you, but everybody else who started when you did.
You remember them telling you it was a six-month ramp, and are shocked that it’s really an 18-24-month ramp according to those that know. Even the comp plan you never got to see before you started seems to confirm the long ramp.
Once you finally saw the comp plan after you were hired, the terms and details are not what you had hoped. (I saw mine 7 days after I was hired) Maybe you sat down with the comp plan and ran the numbers, using the company’s numbers for commissions and quotas. You noted as I did that even IF you hit the company numbers you won’t take home $115,000 your first year because of delays in commission payouts and unrealistic targets.
You were quite certain that the six months of nice guaranteed commissions they talked about in the interview process was going to bring you close to the $115,000 / 12 average monthly rate portrayed in the offer letter. You were shocked that the guaranteed commissions were not paid for 6 months, (only 5), rapidly declined to zero, and didn’t come close to what you were expecting to earn. (You wonder how it makes sense that you should make less for your first six months or year, even though you are doing the same job, filling the pipeline with qualified candidates who will eventually buy from Comcast, and bringing the same value to the company as in you later years with the company)
You expected the guaranteed commissions to begin on the day you started, but were surprised that you had to wait for three weeks because you started a week into the sales month, and never were told about “zero month”.
You are thrilled to see that the comp plan has reduced commission expectations that last much longer than the “6-month ramp”. You are confused that the company acknowledges the long sales cycle in the comp plan, (yet doesn’t provide it until you’re hired), and led you to believe it would only take you six-months to ramp.
You’re surprised to see that a lot of other details in the comp plan make it less desirable than you ever imagined. You now understand why they wouldn’t give it to you before hiring you, and why they hide it behind a “confidentiality wall”.
The Comcast recruiter you talked to assured you there were lots of people making 200K, $300K, and even $400K. You’ve seen the President’s Club “percent above quota” numbers, and run your own numbers and see that the recruiter was sharing “alternative facts”, and no EAE is making these numbers.
These are just a few of the deceptions I had and I’m sure there are lots of others you may have experienced.
If you had deceptive claims made in the interview process or since, or think that your offer letter target compensation was overstated, you should consider pursuing a claim through the Comcast Solutions process. If you were financially damaged by the fraudulent actions of Comcast, you deserve to be compensated.
*Comcast paid me $60,000 to settle my claim, which was thousands less than I could have received. Comcast’s attorneys tried a legal maneuver called an “offer of judgement” designed to force me to settle and potentially be on the hook for thousands of Comcast’s legal fees. Comcast’s legal strong-arm tactics backfired. I surprised them and took their low-ball offer, as they had to offer it without a confidentiality agreement. That allows me keep this website up, tell you my story and continue my crusade to help current and past Comcast employees hurt by Comcast receive the justice and compensation they deserve.