LTS Employees Interviewed

******** **** ***** ********'* ********** **** LTS (****** *******, **** *** ******, management, ***.)

********* **/** **** ********* ******

• ***** ****** ** *** **** ***-***** 2020, ** ***** **. ******, ** Office.**** *** ******* ** *****, *** asked *** ** **** **** ** June *** *** ******* *** ***** in **** *** * ********* ****, but ** ****** *** ****
• ****** ****, *******, ******** ********
• ~** ****** ***** - ** *****, 3 ******** **** ***** (******** **** would ** ***** **** *** ******** people)
• ***** *** *** **** ***** (***), marketing *** *********** (***** ****) **** all **** *****
• ******* ******** **** ***** *****
• ***** **** *** ** *** * LTS **** ******* ** ** **. Laurel: *** ** ***** ****** *** american ****
• ***** ******** ***** ** ** ******* but ******* *** *******
• ** ******* **, *** ***** ******* would ***** ***** ******** *** **** 25 *******
• * ***** *** ***** *********** ********* even **** **** *** ******** ********-- Most ***** ***********' ******* "*** ***** but ********", *** **** ***** *** technical **** *** *******. *** ************ are ** ***** ***** *****.
• ***** **** *** **** *********** **** didn't **** ***** ******* *** *** "pushy *** ******"
• *** *** **** **********? *** *** management?
• ****** *** ***** ****’* **** ** go **** *** **** *** "************** themselves ***** ******* ********* *** ********** structure"
• **** **** ***** ****** ******* (*% of **** ******* *****)- ***** **** unfeasible ** *** ****** *******. *% on *** ******** ****- ** * lot ** **** *** **** *** weren’t ******* *% **
• ** ********** ****** *** *** **** numbers
• **** ** *** *** ***** ****, but ***** ** ******, ** *** until **** ****
• *** ******* *******, *** ***** *******- blamed * *** ** ****** ** miscommunication, *** ******* ***** *** ******** where ***** ***** * ***** ** time ******* **** ********* *** **** found *** **** ***** ********* ******** to ******* ***********. *** ***** ******* also **** **** *** * ****************
• **** *********
• "** ****** **** ** ************, **** collar **** **** ( ***** **** he ***** * *** ** "******, anti-chinese" ********)"
• “*’* *** ******* **** ***** *******” when ** ****** ** ******** ********
• **** ** *** ****** **** **** to *** *** *********** *** ***** commercial ****
• **** *** * **** ******* ** their *********- "**** *** **** *** of * *** ** *************" *** someone *** **** ***’* *** *** anymore ******* **** **** **** *** government
• **** ** *****
• ***** ************. ***** **** *** ******** people ***** *** **** ***** **** out ******* ***** (**** ****** **** they ******* *** *** *****)
• ***** **** **** *** ********* *** doesn't **** * ******** ** ***** anymore- **** **** **** * ************ with * ************ ("**** ************ ** Hikvision ** ***** ** ** *********")
• ** ******** **** ***** **** ***** time ***** *** *****- ***** ***** "we ****’* ******* ******** ****"

******** **/** **** *********** *****

******* ****** ** * ***** ******* for ********* *** *.* ***** *** recently (**** ******) **** ** ********* as ** ******* ******* *** *** Midwest

• ******* ******* * *** ******* ** joined ***** + *** ** *** for * **** **** (*+ *****), so ** ****** ***** **** ****** (like *********, ***** **** ******* ****) from ******* *** *** ** ***** all ***** ** *** ********, *** left ******* ***** *** ** **** to ****
  • **** * ****** **** ** ******* in *******
  • ******* ********* *** ******** **********
  • ******** *** ******** **** ****** **** IP
  • "********** ***** ******* *** ***"
  • ******* ****** **** *** ***** **** the ***/*** ******* *** ******
  • ***** ** ******** **** *******, **-** people
  • "****** *** *** *** **** ********* there, ** **** ****** *********"
  • "**** ********* ** ******" (** *******’* opinion) *** ** ******* *********, **********
  • ** *********, ** ********
  • "**’* *** ***** ****** ****", "*** **** * **** **** ** cold ****"
  • ******* *** ** *** *** *** quotas, *** ** ** **** *** a ***** *****, **** ***** ****** 20% ****** ** *** *** *****
• ********** *********** **********
  • *** ******** * ****** ** *** candidates - ******* ****** **** ** shady, *** *** *********** **** **, he’s *** ** *** ******* **** to *** ** *** ******
  • ******* **** **** ** * ****** why **** ***’* **** **** ******* e******* ****** ***, *** ** *** **** ********** ***** ** there ******* **** *** ** ******
  • ******* ****'* **** ** **** *** more ***** *********** *** ** **** me ** **** ** **** *** positions *** *** **********- *** *** possibly*********** *** ****** ****** ** ******* the ***** **** **** *** ********** H1B ***
• ***** *. ** *** **********
  • "*** ** *** *** **** ******** company"
  • ******* **** ***** ********
  • ** *** *** *******, *** **** an *********
  • ******* ***** ** **** **** ********* (Chicago *** ***** **% *******) *** didn’t ****** *** ** ****- *** leadership ** *******, **** ***’* **** about ***** ***** ******* ****
• *** *********
  • ***** ** **** ***** ** *** of ***- *****, ***, ******
  • ****** **** *** ******* ******
• ****
  • *** ** ******** *** ******** ** this ******* *** ****** *** *** from *** ***’* ****
  • ******* **** ****'* ****** ******* ****-***** rhetoric, ** **** *** ****** *** things *) *** ********* *** **** his **********/** *** * **** ********** and *) **** ****** *** **** worried ***** *** ****** *** ******
• ********** ** ********* *** *********
  • ******* **** ** ****** ***** *** time ** ********* *** ******* * lot **** *** ********, **'* ***** in ***** **** * *** ** his ********* **** *********
  • ***** **** **** ***************** *** ******* chalks ** ** ** ********* ***** smooshed ******* *** ******* ********** *** media ******* ***** **
  • *** ********** ** ***** ** ***** because ** ******'* *** ********* ****** out ** *** ** ****
  • ********* ** ********* "******* ****** ****". They ****** ***** ** ********** ********, some ** ***** **** **** ****** back *** ******* **** ********** ** likely *** ** ******** ** *** or ***

****, ** ********* **** *** ** his ******* ** *** ******* *** office **** *** **** *** ****** has * ******* ****** **** ***** scans ** ****** ********, *** *** of *** ********* ***** ** ******* positive *** ***** (*** ****** ********* didn't ***** **) ** ******** *** currently ******* **** ****.

**** ** ***, ********* * *** more ******, ******* *** ******** / trends

******* ********** ************* ** *:** ** - * think ** ****** ***** ******* ******* they ****** **** ** *** *** Grove (*******) ******** ****** *** **** time.

********* ****** * *****, ** ****** ** **. ****** very ******* (* ******), ******** ****** the **** **** ** *** ********* his ***, *** *** ***** ** real ****** ** ********. ** ***** me ** **** *** * **** of *********, *** * **** *** if ** ** ******* ** ** a ****.

**** **** ************ ***** ** **** are ********* *** ******* ****** *** Friday

*'** ******* ***** ****** *** * heads ** ***** *** ****. **** him * **** **** *** * document **** *** **** ****** ** tomorrow ********* ** ** *** **** us ******** ** ****** ** ** has ***.

Ishfak ****** *** **/**

• ****** ** *** *** **** ******- in ****, ** ****** *** ***** new, * ****** *** (* ** 6 ***** ****, * ****** *******, 1 ** * ***********, * ** 2 ********* ****, * **** ******* person)
• **** *** **** *** ** *** work **** ****?
• **** *******- ****** **** *** *********** of ***** ** **** ***** ** integrators, *********
• ** **** *** ***** **** *** better **** **********
• ** *** **** ** *** ******* managers' **** ** ****** ***** ***********, resellers, ** ****** *** *** ***** buy ***** **** *****/************
• **** *** ******* *** ********* *** allow **** **** ** *******/******* * career?
• "* ***'* ***** ***** *** *** room ** ****"
• "*** *** ******* *******. *** **** like ****. ** *** ** ****** branch *******."
• ********- *** *** ******** ***, "***** are *** ********, *****/ ******** *** catalogue." ** ** *** ** **** desk *** *** **** ******** *********.
• *******- *** ******* *******
• "****** *** **% *******" (** **** Washington)
• * ** * ***-*******
• ****** ******* ** "*****"- ******** ****** Chinese ** *****, ** *** ***** Ishfak *** **** ***-******* ******** ****** and **** ******* ** * *** hire ******* ** ***** *******, *** both ****** *** *** *** **** left ****** *** **** ****
• *** *** *******- *** **** ** be ***** *** * **** ****** you ***** ******* ***
• ********* **** ********
• ****** **** ** ****'* **** ** management *** ***** ******* **** **** related ** ****** ******* ** ***** managers ** ***** *******, *** ** was ******* **** **** ** *** management *** ** **********
• **********
  • **** *** **** **** ** ********** and ****’* **** ***********, **** ****** was *** ***** ** ****** **. The *** **** *** ****** ** strange (**** * *****).
  • ** ** ***** *****, **** ** gets **********. ** ****, ** *****. They ***** ******** ***** *********** **** one ***** ** *** ****. *** commission ****** ** *** ********** *********** to *** **** ** *** ********.

** **********:

******* **** ****** *** ***** ***** their *********** **** ********** *** **** stood ** **** **** **** ***** if *** ****'* *** * ******* number, *** ****'* *** *** ********** at ***. *****: "*** ****** ** hit * ****** ****** *** *** commission." ** ****** *** ****** ** reasonable **** *** ********* * **** of ********, *** ** *** *** completely ***, ** *** ************.

** ***** **** ********** ********* ****** from ****** ** ******, ***, ********* to *******. *** ****'* ***** ** that ***** ** ** ******* ********* and ****** ***** **** ******* ** the ********* *** "************" (*** **** for ********* ** *****'* **** **** account ***********)

******* *** ** ******* *** ****** (6+ *****) ** ****:

* ***** *** ****** **** ***** set ** *******. ******* ** * sales ****, *** *** ***** * yearly ***** *** * ********* ***** that ****** **** **** ******. *** that ** ***** ** **** **** year ****** *********** **** *** ******** year ** **** ********** *****.

**

******* - ******* ****

******* ***** ****** ** **** *** example.

However, ** *** ***** *** ** **** *********. I found I personally always got paid out commission even if we didn’t hit quota, which yes, oftentimes was unreasonable. I was a top performer as well so my experiences in the commission aspect might be different.

***** *** **** ****** *** ***** months. ** *** ********* **** ****** a ***** ***** ***** **** * slow *****, *** ***** ***** ***** be ******** ** ******* **** ****** the ***** ***** **** ** ** was * **** *****. ***** ***** no ***** ** **’* ************ *** robs *** ** *** ******* ** fairly **** **** ***** *** *** following *****.

* ***’* ***** *’* *** *** percentage **** (**%) * ** *** exactly **** **** **** ********.I ** **** **** **** ******* **** ********* **** ** ***** ** **********. Some office got paid no matter what, a fixed percent. Some were paid on a higher percentage of profit margin. Some offices did not receive spiff. There ****** ***’* * *********** ** ***** ** ******** ***** *** **** ** **** *********** **** ****** **** ***** ** ** ***** *** ******. This is likely the reason why you are getting all these different answers.

** * *****"*" ** *** **** ************* ******* ex-LTS ******** *'** **** **** ** make ******* ****, ** * ***** it's ****** *********** ** *** *** viewpoints (********** ** *** ******* *. Non-Chinese *******) ******** ** ******** **** who *** **** ********.

*************, * ****'* ******* ** **** a ****, *** ** **** * can **** *** ********* **** ****** if * **** *******. * ***** him ***** *** ********** **** **********.

*. **** *** **** *** ** day **** **** ****?

****** **** **** **** *****, ****** orders, ******* ******, ****** ****** *** solving *** ********’* *******.

*. **** *** **** ******** ** management, ********* ****** **** *** **** and ******* **** ***** ******* **?

****** **** ***** **** ** *pretty *** ******* ***. Cold calls were still the major way to reach customers. The management will educate you in terms of basic knowledge of the networking system and other products, but they ** *** ******* *** *** ****** ********* *****.

*. **** *** **** ********* ****/******* their *******?

** ** * *****-******** *******, * am *** **** *** ***** *** improve ***** ******* ** *** ********. But * **** ***** ***** **** LTS **** ******* ***** *** ***** as * ******** ******* *** **** them ** * *** ********. **** from **** * ****, ***** **** is ***** ***** *** ****** ** the *********. *** **** ******** ********** duties **** **** **** ** ***** employees, ** ***** **** **** * understand.

*. *** ***** *** ******** *** office *** ******* *******?

** *** *** ****** **,everyone **** ***** ***** *** **********. Since it is a sales-orientated company, every sales keeps a good distance from each other, and there is minimum *********** *******. Although the tech team is very efficient, and always can help out if one salesperson is in trouble. I think********** *** **** ** ******** *** company *******,even ****** * ********** ***** ** ** ****** ** *******. However, if you have question, everyone will be happy to help you, you just have to ask.

*. **** ************* **** ***** *** employees, **** *** ***** **** *****’* an ********* ** ***** *******/**** ** speak *******? *** *** **** **** at *** ** ****** *** *********** dynamic ******* ******* ********* *** ***-******* ones?

** ** ************** **** *** ***** and *** ********* ******* *** *******, as **** ** **** ** *** suppliers. ** ******* *** * ****** language ** ** ******, ********** * heard *** ********* **** *** *** quite ***** ******* ** *****. ** it ** *** * ***** ** right ****** **** **** ******* ** influenced ** ******* ******* *** **********.As ******* *** ****** **** ******* *** *******, * *** *** *** * *** *********. Most ** ****** ** *** **** ****** ********* ***** * *** *** **********. So for them, I *** *** ********* ** ** ** ****** **** **** **-*******. I guess that feeling may applies to the non-Chinese speakers. My second supervisor is a Cantonese American, and we speak in English, and I do not think Chinese spoken language is harmful or what to a sales-orientated company. However, ** **** **** ***-******* ******** ******* *** **** **** **** ******** ** ******* ***** *** ****** ****. But there is no ********** ** ***** ** *** ********* *** ******** ************* from my view.

*** *** ******* *** ****** * was **** ** ******* **** *** months *** **** ** ****:

*'* ** **** **** ******* ** [talk ***** ********], *** ********, * wouldn't **** *** *********** ******* ** experience **** ***. ****** ** ** a ***** *******, ***** *'* ***** here,I **** ** ****** ** ********** *** *** ** *** **** ** *****, *** * ******'* **** ** ******* ***** ********** ** * *****. Well if it's anonymously, I might be willing to consider, but *****, * **** ** *** ********** **** *** ***** *** ****** *******.

* **** *** * ***** **** him *********, *** *'** ******** ** 2x ***** *** ** ****'* ******* me ****. *** **** ** *'* reading *** **** **** ****, *** the ******** **'* ***** ****** **** he's **** ****** * ******** ********** with ***?

Key ****** **** ********** **** **** *** *********:

Inadequate ********

******** ******* **** **** *** ****** training ******* ** ********* ******** **** they ***** ******* ***** **** ** LTS. *******, ********** ***** “**** **** them * *** ********* *** **** them ** ******** *** *****.” ***** was ****** ** ** *********** ***** out ***** *** ********** *** ** each *******, *** ** *** ** to *** *** *********** ** ********** learn *** ******** *** ****** *** the ***** ** **** ******* ** their ***, **** ** ********** *******. However, **** ********* ****** **** **** found **** ******* *** ******* ** answering ******** *********, *** **** ******** employees ***** ** ******* ** **** answer ********* ** ****.

No ****** *********/********

****** ******** **** **** ****** ** left *** ******* **** *** ** growth ********* ** ***** ******** ** the *******. ***** *** ** ******** done ** *** ********** **** ** help *********** ****** ****** ** ***** jobs. ***** *** *** **** ** be ******* ** ******** * *****/****** manager ** *** **** ***** ** just ** ******* *******. ****** *** generally **** ** ** “***-********* ***” with **** ******* ** *** **** of ******* ********, *** *** **** not ******* *** ****** ********* *****.

Uncompetitive, **** ** **********, “************” **********/******* *********

******** ******* **** ***’* ********** ********* was “**** ** **********'' *** “************,” aside **** *** ***** *********** ******** to *** **** ** *** ********. There *** *** **** ******* **** gave *** *** **************** ** *** commission *********.

*****, *** ********* ***** ****** **** set *** **** *** ********* ** reasonably ***. **** ***** *** ******* any ********** ** ***** ******* **** not *******. *******, **** ********* *** agree **** ***** ******* ***** ** more ********** ** *** **** * salesperson *********** * **** ** ********.

******, *** ***** *** ******* *** seasonality ** ******* ****** *****, ***** would, ** *** ******* ** **** employees, ******** **** **** ******’* ********* to *** ***** ********** ** *******. For *******, * ****** **** ****, “***** *** **** ****** *** ***** months. ** *** ********* **** ****** a ***** ***** ***** **** * slow *****, *** ***** ********** ** required ** ******* **** ****** *** month ***** **** ** ** *** a **** *****. ***** ***** ** sense ** **’* ************ *** **** you ** *** ******* ** ****** make **** ***** *** *** ********* month.”

Little ********* ** ******** ****** *******

**** ********* ******* **** ***** *** “****** *********** ** ***** ** ******** which *** **** ** **** *********** even ****** **** [***] ***** ** be ***** *** ******.” *** *******, someone ****** **** ******* ***** ******* how **** **** *** *********** ***********. While **** ******* *** **** * fixed ******* ** ****** **** ***** offices **** **** * ******** ********** based ** ******* ******. **** ********* understood **** *** ******** ** ** a ******** ********* *** ******* **** location ***** ******* ******* **** ***** for ***** *******.

Chinese ******* *. ***-******* ******* *******

*** ******* ***** ****** ******* ******** and ******** ** **** *********** *** non-Chinese ********, ******* **** ****. *** offices *** ******* ******** **** **% to *********** *** ****** ******* ******** except *** *** ******, ********* ** all **** ********’* ******** ** ***** offices. ***** ** ************ ** ******* Chinese ******** **** ******* *** *** raises *** “******* **********.” *******, **** employees ******* *** **** ****** * large ****** *******-******** ***** **** ***** contribute ** ****-******* **************** *** ***** create * ******* ******* ** *** office *** ***-****** ********.

******** ******** **** **** **** ***** team ******** ***** ***** *** ***** presented ** ******* *** ********** ****** to *******, ***** **** ** ********** for ***-******* ******** ** ********** **** was ***** ****. ******** ***** ********* also ***** ********* ** ** “****************”, which *** *********** *** *********** ******* it ***** ******** ****** ***** ***********. For *******, *** **** ******** ****** that ** ***** * *** ** time ******* **** * ******** ********, just ** **** *** **** ***** customers ******* ******** ** ******* ***********. Throughout *** ***** ****, *** ******* did *** *** ********, *** **** the *********** ***** *** ******* *** this *** *** **** ************ ******* to ***, *** ******* **** ** was * **************** ******* ** ******** barriers.

***-****** ******* ******** **** **** **** native ******* ******** ***** ***** **** to **** ***** ** *******, ****** work *** ** *********. * ****** Chinese ******* *** *** **** *** told ****, “** ******* *** ****** both ******* *** *******, * *** not *** * *** *********. *******, I *** **** ********** ** ***** closer **** **** **-*******. ** **** hurt ***-******* ********’ ******** *** ***** them **** ******** ** ******* ***** bad ****** ****.”

Human ******* *** **** ** *********

**** ********* **** **** *** ******** was “*** ***** *** ****** ****,” and *** **** ****** * “**** body ** **** ****.” ****** ******* out **** *** *** **** ********* to ********* ***** **** *** ****** at *** *** ** ****** ****. Someone ****, “****** *** *** *** main ********* ****.” *** **** ******** mentioned **** ** *** **** **** he "******* *** ****” **** ** tried ** ******* **** ***** ******* operations ** *** ******. ******* ******* that **** ** *** **** **** LTS ********* ****** ** **** *********** to **** *** **** ** *** US, ***** ****** *** ** “**** advantage ** ******.”

**** **** **** ******:

Commission

*****’* ********* **** * ****** **** salary, *** ** **********. *** **** they **** ** ** **********, ** was:

** ***** ***** ** * ******** from **** ******* ** **********, *********, a ********** *** ******* **** ****'* know ***** ** ****'* ********** ** buying *** *****'* **********, *% ********** for *** ****.

** ***** ***** **** ** ** account ****** ** **** ******* ********* (like **), *% ********** *** *** sale.

***** *** ** *****/****** **** ***** had ** *** ****** **** ******* receiving *** **********. *** **** *** a ******* ** *** ***** *** make.

********

**** **** ** ****** ***** ****** process ** ****** *********.****** *** **** *** ****** * phone, **** ***** *** ******** *** about * *****.***** ***** * **** * ****** for ******* ** ** ****** ****, a **** **** ** ** ********* helpful. *** ******** *****.

Advancement *** *****

**** **** *** *** *** ******* sales ****** ** **** **** **** are ********* ** ** ******* * system ***** ** **** ** *** salesperson *** **** *** **** ***** book, **** **** ****** ** **** to **** **** *****.

** **** ** **** **** *** salespeople *** *** ********** ** ******* and ********* ***** ** ******** *****, or **** *** ********* ***** ** decrease *****. *** **** ***** *** the ****** *** *** ***** **** responsibilities, *********** ** **** * ****** role ** *** ******* **** ** becomes *********.

LTS ********** *. *************

**********- ******** ********* ** *** ******, a *** ** *********** *** **** call (*** **** ******* ** ********** working *** *** ****), *********** *******, they ** *** ***** *. *** which **** ***** *****

*************- **** ********* **** ** ** cold *******, ** ****** ***** *********, if *** ******** ******** *** **** have ** **** ********* **** **** would ** ** ************ (*** **** also ****** **** **** ** **** some **** ** ******* *********, ** maybe **** **** ** ****)

On **** *******- Sean says Nelly's will keep focusing on digital marketing because d****** ********* "** *** ******, ****** than **** ******* *** ***** *****" 1) ******* *) **** ********* *) you *** **** ****, ** *** know ****’* ******* *** ***

***, **'* ********** **** ******* *** tried ** ****** (**** *** *******). He *** ***, ** *** ******** grows, ** ***** ******** ******* ** more ****** ** ** **** *****. He's *** ******* **, *** *** point *** **** **'* ********* ******* really **** *** ***.