An Inside Look into Axis Americas
What is it like to work at Axis Communications in the Americas? Is it like being family or does it encourage complacency?
IPVM conducted numerous interviews with former Axis Americas employees to learn more about the company as well as feedback from Axis Americas management.
In this report, IPVM examines the following:
- Family company culture
- Sales pressure low
- Teamwork v. Hunting sales strategy
- Positives: culture, training, onboarding
- Negatives: complacency, little room for growth
This is the second in a series of posts examining the operations of video surveillance companies. For previous coverage, see An Inside Look into LTS.
Family ******* ******* ******* ******* ******** *************
****' ****** ****** ******* ** ***** personal ************* *** ******* ****** *** something **** ********* ************ ******* *** as *** **** **** ** ******* at ****. **** ********* ********** ***** that ***** ************* *** **** **** have **** **** ***** ******* *** company. **** ********* *** ******* ** "second ** ****", **** ******** ****** saying **** ***** *** "***********" *** close *********** **** ***** ** *** company. ****** **** ******** ******* **** each ***** *** ***** **** **** other's ****' ***** ** ****** **** other's ****' ******** *******. ******* **** people **** ***** ******** ************* **** their ********* *** ********, **** ***** feel **** ***** *** ****** ****** than **** * ****** ** ****.
*** ****** ******* ** **** ** so ********** **** **** ************ **** they **** ******* ** **** ** pay ** **** * ***** ******* culture. *** *********** **** ****:
*****’* ********** * *** ******* **** and *** ****** ************, *** **'* not ***********. *****, *** ******** *** culture **** *** *** **********. *** example, ** ***** **** * ***** kickoff ***** ****, ********* *** ***** to ********* ******** *** ********* ****, which ******** ****** ******* **.
*****, ******* **** ******** ********* **** Axis ****** *** ** "***** ***** its *******":
***** ***** ** ** * ********* to ** ***** *********** ** *** market, ******* **** **** ***** ******* as *** **** ****** ****** ****. People **** ** **** ** *** or ******** *** **** *******. ** you're ******* *** ****** ******* *** most, **** ****, *** * *** of ****** ***'* **** ** ** paid **** ** **** ***** ******** just ** **** ****** *******. ****** complain ***** ***** ********* ********** *** Axis ** **** ***** ***** *** culture.
***** *** ** ***** ******* ******** creating ******** *************, **** ********* ** coworkers ** ********* *** ********** ** everyone. *** *******, *** **** ******** shared **** **** ********* * **** professional ************ *** ***** *** **** this ******* ***** ******* **** *** saw *** ***** ** ***** ******** relationships:
*** *********** ** "****** * ******** brand" ** **** - *** *** develop ****** ***** ******** *** ******** relationships **** ******. *** ****** *** are ************ ******, **’* * ***** place ** ****. *** *******, ******** will **** ***** ***'** ****, **** dog's ****, **** ***'* ****, *** your ****' *****. *** **** ** really *****-****, *** ******** ** **** as ***** *** ******. ***** * don’t **** **** **** ** ******* because * ****** ** **** ****** professional, * ***** * *** ** the ******** ** ****** *** ********* that ** ****.
Hard ** *** *****
** ** **** ** *** ***** at ****, ******** ************ **** ****. This ** ******** *** ***** ***** as ******** *** ** **** *** salespeople *** ***** *** ***** ** be ***. *******, ******** ** ***** security *************, **** ** **** ******* on ****** *** ***** *** *********** chances ** ******* ***** ******* ****** than ******* **** *******. *** *******, one *********** ****** ***** *********** ** quotas *** ***** ******** ** ****:
**** ***** *** ****** ** *** 70% ** ***** ******. ** *** weren’t ******* **** *****, **** ***** adjust **** ***** ********* ** *** you *** **** ****.
*** ***** ******** ** ***** **** in ***** ******, *** ** *** don’t *** **** ****** *** * quarters ** * ***, **** *** an *********** *******. **** ***** **** one ** *** **** ** *** region ** **** **** *** *** 90 **** ** *** *** ** improve, ****** **** ****** *** ** leave.
****** ****** ** **** "****" ** Axis, ********* ** ******* **** ********. However, **** ******** ***** ****** **** safe ******* **** "**** ***** ****** who **** ** ** **** *** there ** ******** ******** **** ***** people ********** ** ** ****." **** interviewee **** ****, "*** *** ** be ******, ****** *** ** ** fired **** ****."
Teamwork ***** ******** **** ******* *** *****
**** ******+ ********* ** *** ********, ********* ~** ** *** ** metro ****, ~** ** *****, *** ~30 ** ******* *** ********. * screenshot ***** **** **** ********:
**** ** * *********** ******, ************ as ****' ~** ********* ** ******* is **** ********* **** **** ******** manufacturers **** ** *** ** *** US.
****: **** ** *********** ** ******, with *** ******** ********* ************** *****, support, *** ***** **********, *** *&*, which ** **** ** ******.
****' ******** ***** **** ***** ** a ***** ******** **** ***** ******* teamwork ****** **** *********** *********** ** go *** *** *********** **** *** sales *** *** ********. *** ******* and ***** ****** *** ******** ****** long-term *********, ** **** ** **** 'hunting' *** ***** ** *** *** norm ** ****. * **** ******** told **** ****' ********** *** *** is ********* ** **** **** ** a ****** ********* ** *****:
**** ** ********* *** ****** ****** below ****** ******* *** *** *** Axis ************ ** ** **** **** hire *****, *** ****** ** **** more ************** ** *** ***** ****** than ****** ** ** * ******, so ***** *****'* **** ** ** as **** ********* *** *** ****** to ****. *** *********** *** ** much **** ******* ** ***** *****.
Positives: ******* *******, ******** ********/**********
***** ******* ******* *** * **** thorough ********** ******* **** *** ****** that **** ********* ************ ***** ***** their **** ** ****. ************ **** genuinely ********* ** *** ************* **** made *** **** ********* ** ****** by *** *******. *******, **** **** that ***** **** *********** ********* ********* for **** ** *** ** *** acclimated ** ***** ***** *** ** use ** *******.
**** ******* ** **** ******** *** promotes ******** ********* **** ******. *** example, * **** ******** ****** ** anecdote **** **** ***** *** *********** of **** **** * ****** ***'* child ****** ****:
**** ** ***** *** *** ***’* son ****** ******* **** ****** * large ****** ** *****, **** **** to *** ** **** **** ** people **** ******* ** ****** **** vacation ****, *** ******* ***** **** the **** **** **** *** ***** that ****** ** ****** ******* *** medical ****. ****** ** *****, **** had *** ***** *** *** ***.
*** **** ******** **** **** **** truly ****** *** ******, ******* ** anecdote ************ *******, ** ** *** ********, ********** telling *** ** **** ****-**** *******:
** * ******** ***** ****, * once **** ** ** ******* ******* and ****, "** *** **** ** to ***** ******* ** * ***** show ** ***** *** *****, **** let ** ****." *******, ******* ** taking ** ** ** ** **********, Frederik ******* *******, "***** ***, *** I **** *** *** ** ****** keep * **** ******* ******* ** your ****. ***’** ******* ********* ****** as ** **."
* *** ******* ** *** ******** because * *** ** ***** ********** would **** ********** ***** ** ** on **** *** **** ** ** a ************ *** **** ***.
****** *** ********** ** ***** ***** relationships, ******* ** * ***** ** "Axis **********" *** *** **** ******** company *********** **** *** ****** ***** and *********. **** ************ **** ******** into ***-**-*** **** ******, ** *** past ******** ****:
**** *** ***** * ******* ** Axis, ***** *-** ******* ** ****** small **** ***** **** *******, **** kids, **** ****. ** *** **** just **** ** ** *** ******* topic, **'* ********** ****.
**** ******** *** ********** *** **** specifically ****** ***** ** ********** ** many **** *********. **** **** **** and ********* ** ***** ********* *** gives **** *** *********** ** ********** travel ** *** ******** ** ** Massachusetts *** ****** ** ** ******. This ***** ******, *****, **** **** they *** ******* *** * **** of *** **** ******. *** **** employee ******:
*** ** *** **** ***** ** my **** ********** *** **********. **** sent ******* *** * ******* ****** before ** ***** ***. *** *** companies ***** **** *** **** ** do ****. ** ****** ***** *** feel **** *** *** **** ** a ****.
******* **** ******** ****** *** **** thoughts ***** * ******** ********** ******* and **** **** ************ ******** *********:
** ***** * ****** ** **** was *** ********, ********* * ********* office *****, ***** ** *** ** office. * **** **** ** ***** states ** **** **** ****. ** was * ****** ******* *** ********* onboarding *******. ********** *** ******* *** thorough.
* **** **** * *** ***** single ***** **** * ****** ** be ********** ** **** ***, *** Axis *** **** *** ******* ** provide * *** ** *********.
*** *********** **** **** ***** ******* was ********** ********** ** ****** ********* to ****:
* *** ********* ******* * *** a **** **** *** *** * good ********, ********** ** *** ***** and ** ****** *** ****** ** learn ****** ***** ***-**-*** ****************. ** was ****** ********** ** ********* ********, classes, *****, *** ****** **** **** people **** ***** ************* **** ********* to ****.
Negatives: *********** ******* *** ****** **** *** ******
*******, *** ******** ** * ***, easy-going ******* *** ** * ******-***** sword, ******* ****** ** ******* ****** "coasting" *** ** ********** ** ***** roles. ***** ** ** **** ** get ***** ** ****, ******** ** low, ***** **** ***** ** ***** open ********** ********* *** ****** ** transition ****. ****, * ****** ** past ********* **** **** **** *** reason **** **** **** *** **** they *** *** *** *** **** room *** ****** ** *** *******.
***** **** *** * ****** ******* culture, **** ******* *** **** **** it ****** *** ****** ** ***** on *** *** **** ****** ***********. One **** ******** *** **** ******* was *** **** ***** ***** **** also ******* ***:
*** *** **** ****** ****** **** to *** *********- ** ***** *** as ** ********** *********** ****. *** don’t **** ** ** *** ********, business ***** ** ***, *** **** pretty ****** ***** ** ********.
******* **** ******** ***** *********** **** low ***** ******** ** * ****** of ****' **** ************ *** ****** process (*.*. ** *** *** **** it **, *** *** ** *** job, ** ** *** ******** *** constantly):
***** *** **** ************ ** **** because **** *** ***** ** *** they ***, ** *** *** ******** to **** **** *** *** *****. The ****** ******* *** ****** ** employees **** ******** ****, ** *****’* not **** ******* ** * ***** pressure. *****'* **** * ***** ****** with **********: *** *** ***** **** certain ***** ***, ** *** *** given ****** ** **** ** *******. But **** ** * ****** ***** sword. **** ****** *** *** ****, let *** ***** **** *** **** off ** ****'* *********** *****.
*********** *** **** ***** ****' ******* to ****** *** ******** *** **** indirectly ****** ****** **** ******* *** turnover ***** ***** *** *** ****** open ********** ***** *** ********* ** grow ****. ******** **** ********* **** they **** **** ******* ***** *** no ****** **** *** **** ** the *******. *** *******, *** **** IPVM:
***** *** ******* ************* *** ****** within *** ******** ************ ** * certain *****, ****** *** *** ******* to ******** ** ******. ******** **** is ***** ** ** ******* **** those *** **** ** ****, ** a ******* ***** *** ** ****** can **** ** *** ******* ** the ********* ** *** *******.
******* ****** *** **** *****:
* ****’* *** * *** ** room ** *** *** ** *** time. ** *** ****, **** ****’* scaling ** *** ***** ***** ****** could ** ****** ********. * *** looking *** ******, *** ***** *****'* a *** ** ********* ** **** into.
*** ***** ******** **** ******* ** the **** ******. **** ***** ***** challenges ** ****, **** **** ****:
*** ************* ** **** **** ****** could ** ******. * ****** ****** a ******** *********** **** **** **** but ***** *** ***** ** **** role *** ****, ** * ****.
Axis ********** ********
**** ******* *** ** **** ******** management *** ********, ************ ** *** challenges ** *********** *** * **** of ********* *** ********* ** **** into. **** *********:
** *** *** *****, **** *** a **** ****** ******* **** ******* how ** **** *** ******* ******, how ** ** ***** *** ****, and *** ** ******** **** *** partners *** ********* ** *** ******* to **** *** ***** * *******, safer *****. ** * ******, ** are ********** ** **** * ***** staff ** ******** ************* *** *** dedicated ** ******* *** ******** ***** of *** *********. ********** ****** ****** where ***** ** *********** *** ** are ***** ** **** *** ****** for ******, ***, **************, ********* *******, and ********* *******.
***** ****, ** **** ******* *** learning *** *********** ******* ** ************ career ***** *** ********* *** **** generation ** ******* *** **** **** us ******** *** **** *** ****** position. ** **** ***** ****** ** time, ** **** ******* *** ****** of ****** ******** *** **** **** half ** ***** ********* **** ****** internally. * ** **** ***** ** report **** ** ****, ** *** clear **** *** ******* ** ********* and ********* **** **** ***; **% of *** *** ***** *** **% of ***** ******** **** *** ***** were *****. ******, ** **** ** were ***** ** * ***** ***** to **** ** **** *** ** and ****** *** *** ******* ** Glassdoor **** ***** **** ******.
Vote / ****
2022 ******
**** *******'* ****** *********** *********** *** many ******** ********* *** *** *** employees ** ******* ******** ***** *** impact ** **** *******. ***:**** *** ******** *********** *** **** Employees.
******** ********* ** ******* ****** ****** the **** ***** (***** *** **** region ** **** *****) ***** *** bound ** ** * ******* **** to *********
*** ***** ******* **** ** ******* reaching **** ** *******. ***** *******'* culture ** ********* * *** ********* than ****, ** **** ** *********** to *** *** ******* ***** **** a ******* ********* ** ****** ** many *********** ******** ******* *** ******* territories.
******* ** ** ~*** *********, **** ~200 *** ********** ** **** *********** in *** **.
**** ******* ***** * *** ** sense *** **** ** *** ****** I **** *** **** ****** *** stayed.
**** ******** ***** ***** *** ********** tactics *** **** ** *** *******, culture ** **** ******* *** ** win *********.
***** **** *** ** ** ***** CCTV ********* ******* **, ** ****** daily **********, * ****** *** ********* one ** ****’ **** ********** ******. Money ** ****, *** *** ***** under ******** ************* ****** *** ** an ***** ***** ***** **** ************— my **** *** **** ***** ** anyway.
** **** * ********* **** ** reps ** *** ****. **** **** 2-3 *****.**** ****** *** **'* *** travel **** **** ***'* *******.
****** **** **** ***'* *******
*** ***** **** ** ** ***, usually ***** *********** *** ********** *****, i.e., * ****** ***** ** ************ area. * ***'* ***** ** **** area ***, ********* ********, **** **** should ****, ** *******, ****** ******, than **** ** ***** ***********.
**** ****** *** **'* *** ****** that **** ***'* *******.
...*** **** **** ********* **** ** to ********* *** **** ********* * ********* ******** ************.
**** **** *** ***** ******* ********* have ********** ******* ***********. * **** heard * ****** ***** ** *** past ********* ***** *** ***** ** “I **** ********** **** ** *** Mississippi *****”. **** ** ****** ****** or ***********.
****** *** **** **** *** **** they **** ** **** **** ** focus ** ******* **** ****'* ** projects ** ******* **** ******** ** help **** *** ********. * ******* this *** *********** ** **'* ********* than *** ***** *******. ***** ******* like *** *** ******* ****** ** then *** *** ******** ***** **** it. *** ****** ********* *** **** to **** ** * *******.
**** ********* **** **** ******* ******* on *** ***** ******* *** *** majority ** *** ******** ** *** area *** **** ******* **** ***** to **** *** ********.
***** ******* **** *** *** ******* locked ** **** *** *** ******** fight **** **. *** ****** ********* you **** ** **** ** * partner.
***** *** ******** ** ** ***** comment, *** **** ** ** **** the ***********'* ****. ************'* ***'* **** hearing **** ********, "*'** **** **** product, *** * ** **** ******* a **********'* *******, ***.", *** ** is **** ** **. ******'* ***** priority, *** ** ****** **, ** what ***** **** *****. ******* ***** X ** ******. ************'* ***** ******** is ** **** ***** ******* ***** Brand *. ***** ** * *********** to ** *** *****, *** ***'* not ******* ***** ****'* ********* **********. Unless *** *** ******* ** ****** an ********* ****** ******* **** ***** X. * ***'* **** ** **** willing ** ** ****.
**** **, *****'* ***** * ******* for *** ******* ** *** ************ gets ******** **********, ******** **** *** manufacturer *** *** ******* **** **** with *******, ** *** * ********** for ******* **** ***** ** ***** other **** ******* *******, *** *** hold ** **** *** ********* **** service ** * ********** *****. **** there ****** ** ** "******** ** out".
** ** ****** ******** * *** agree **** * *** ** ***** statement. **** *** **** ** *** persons ******* **** ****. *** ***** structure *** **** **** *********** ***** representative ** **** *** *** *** to *** ******** ** **** ****** average ********. *** ***** *** ****** from ******* **** *** ******** ** more ** ******* ****** ** **** end *****. *** ***** *** **** that ****** *****, *** **** *** dine *** *** *****. *** **** all **** ** **** ******* ********** the **** ** *** ****. ******* being **** ** **** **** ** the ****** ****** ***** *******, **'** be **** ** **** *****. *** recently **** **** **** ***** ** they ***** **** ***** ****** *** answer *** **. ** *** ***'* make ** ******* *******, **** **** VMS ********. *** ** ******* ** they **** **** ***** ****** ****** status **** ****. **** ****** *** door ***** ******** ******* ** ***** manufacturers ******* ** ***** ************ ********. They **** **** ****** *** ***** to **** ***** ******** ** **** to ******** ******. ********** ** ******** is *** * **** ** * healthy ******.
**** **** ****** **** ******. **** is * ******** *******. *** ******* I **** **** ** ****** *** amazing.
***'* *** ****** **** **** ** the **** ******* **** ******** ***** employees ** ** ********** ** **** face ***********.
**** *****'* ***** ******** ********* ** similar ****** ****** *** **** ***** (often *** **** ****** ** **** state) ***** *** ***** ** ** a ******* **** ** *********. **** is **** ** **: **** **** a **** ******* & **'* * stable *********** ** **** ****, *** not *** ****.