Pros
Within my team I developed great relationships that will long outlast OrgSync and continue to grow as time goes on. The team was all about helping improve each other's ability to sell through criticism, role playing and training one another. The sales cycle, while long, was great at teaching you how to develop accounts and strategically influence multiple stakeholders in varied positions. I learned a lot during my time at OrgSync both from a sales perspective as well as in a technical SaaS background that I have successfully taken into other roles.
Cons
While there are certainly good things I have taken away from my time at the company, there are several areas that need a great deal of improvement. Unfortunately most, if not all, of these issues funnel down from the top of the organization. Current management is very poor with how they oversee their departments and have a history of making false promises. There were often instances of key members of leadership speaking poorly about their subordinates and discrediting them behind their backs in social situations without any attempt at coaching or offering guidance. A common feeling is that many have their positions in leadership simply because of the fact that they were around when OrgSync was founded or have close relationships with the founders, rather than on a basis of how they can methodically grow, teach and execute goals set for their team. My team only stayed on for a brief period after the acquisition took place to see what changes the new owners might bring, but sadly we were far from impressed. No changes were observed other than obvious tension from current leadership with the new owners (which was often communicated in unprofessional ways in company meetings). Many on my team were told that the current management was only staying around to collect a bonus check for being there for a certain amount of time and would very likely leave not too long after. Disturbingly, the amounts of the bonuses were shared as well, leading to many on the team feeling like they were tools only there for the purpose of achieving a large bonus for the leadership. Those who seemed to be planning to leave from the management were already attempting to recruit individuals to join their new venture in the office. While the compensation from the acquisition was a nice touch, management was not proactive when it came to making their employees happy, but rather were reactionary when something bad occurred. While there, our reputation in the industry was one our team was working to change, as management initially made promises to prospective customers we couldn’t fulfill and a great deal of time was spent building back trust with prospective schools who had a bad taste in their mouths as a result. I would be very hesitant when really looking into OrgSync as the positive reviews are only on here because they are from current management or a new employee who has been there less than six months. Once a negative review is made about OrgSync, Someone from management will email or call the person they believe wrote the review (whether they are working for the company or not) and attempt to convince them to change their review. That and/or they will send out a company wide email asking current employees help give them more positive reviews to push down the honest reviews. It is also good to note that when the survey comes out for “The Best Places to Work” OrgSync leadership badgers employees to compete it with only positive reviews and nothing less... or else.