Anyvision ********
********* **** **** *** **** **** ** growth ** **** ** **** **** $20 ******* *******, **** *** ******** of ***** ******* ****** **** ***** '****** ********' '******** ************ ******'.
*** ******* ******* ***+ *********, **** LinkedIn ******* *** ******* ********** ********* by ***%+ ** *** **** * years:

****: *** ********** ******* ********'* ****** and ********* ***** ** ********* ******* LinkedIn ********. ** *****, *************, *** trend ** *******.
Sales *****
********* ***, ** *** ******* ********, **** highly *********** **** ******** *** ********* a ***'* *** ** ******** ******** sales ************* **** ***** ************* **** as ******** *** *******. *** ***** number ** *********** ***** *** *** level ** ***** ****** *** ****** atypical *** ********. *** *******, ** terms ** * ******** *****, ** *******, though ******* *** ***** ****** ****** salespeople ******* ******** **********, * ***** cost ******** ***** ** *** ******** of *** ******* ***** *********** ***** of *********.
Turnover ** *********
**** *** **** *** ******, ********** chatter ******* ******** ****** ***** *********** leaving ********* *** *****. ***** ****** left ******* ******* (****** **************):
- **** ******* [**** ** ****** *********] (previously ** *******)
- *** ***** [**** ** ****** *********] (previously ** *******)
- ***** ******** [**** ** ****** *********] (previously ** ********)
- **** ******* [**** ** ****** *********] (previously ** *******)
- ****** ******* [**** ** ****** *********] (previously ** ********)
- **** ****** [**** ** ****** *********] (********** at ********)
- ***** **** [**** ** ****** *********] (previously ** *******)
- **** ****** [**** ** ****** *********] (previously ** ********* ********)
- ******* ****** [**** ** ****** *********] (previously ** ********)
- ****, *********'* ** ***** *********** ******** ***** ********** [link ** ****** *********] **** **** month ***** **** * ******
*** ****** *******, *** *** **** at *** ******* **** **** * year, ** ****** ********.
Still ****** *************
** *** **** ****, ********* ** still ****** *************, ******** ** *** last *** ****** *******:
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- **** ****** [**** ** ****** *********] - ********** ** ****** *** *******
- ****** ******* [**** ** ****** *********] - ********** ** ********
- ****** ********** [**** ** ****** *********] - ********** ** *******, *** **** of **** ******** **** *** *********
- **** ***** [**** ** ****** *********] - ********** ** ************, *** **** of **** ******** **** *** *********
Contention **** ***** ******
*** ***** **** **** ***** ***** on ** ***** *** ********** *******(********** ** **********) ********. ********* **** *** ****, they **** **** *** *********** *******, e.g., ******** ************* ** *** ********. However, ********* **** *** **** **** **** be ****** ***** ** ****** ** they *** *** **** ****** *** further ***** ** ******** *****.
* *** ******* ********* *********** ** **** *********:
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High ******* *******
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** **********, **** **** **** * price *****, ** ***** ** **** be **** *** ** **** *********** to ** ********** ** ******* ***** there ** ****** *** ****** ** a ****** **** *** ******* ****** those ******** **** *** **** ***** cycle ** **** *** ***** *** technology ** **** ********'* **********.
Challenges ***** *******
**** ********* ******* ** ****** ** quickly *** '**** *********' ***** ***** of ******** *** *****. ** *** simply ** *** ******* ***** ** an ********* ******* ******* ****** ***. Or ** ***** ** **** *****. If ********* *** *******, ****** *** sales ************ *****, **** *** ****** be * ****. *** ** *********** keep *******, ** **** ****** ********* negativity *** **** ******* ********** ****** the **** ***** ** ************.
Comments (36)
Undisclosed #1
Good report, I have heard much of the same basic information. One thing I have heard, which is not covered here, is that AnyVision was proposing a 2019 sales compensation plan where no commissions would be paid until sales people hit 50% of quota.
[IPVM Note: Anyvision says this is not true, "We pay on dollar 1, reconciled monthly - there’s no hurdle."]
While this strategy is not unheard of in sales compensation structures, it is atypical for the security industry. If that is true, I would not blame people for bailing out, it is tough enough as it is with a startup.
Also, from what I have heard, the individual sales quotas were not necessarily out of line broadly speaking, but the combination of their total, at least for North America, represents a number that is impractical for any given analytics company. Put another way, fewer sales people with larger territories could likely hit their individual targets, but a large group of field sales people, all with 7 figure quotas, is unrealistic at this stage.
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John Honovich
A thought / question. I have never understood the hyper sales ramp up strategy in video surveillance (Anyvision, Hikvision, Firetide, etc.)
I totally get it in markets with network effects, e.g., Uber, where it is critical to get established before competitors and the law catches up with you, and when subsequently where it will be much harder for new entrants to then break in. In those markets, burn money fast, sell at a loss and hope you get to lock in.
But why do this in video surveillance? You simply lose money and will not prevent competitors 3 years down the line which can still replace you without much ado. Agree / disagree?
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Undisclosed Manufacturer #3
Is there any video surveillance success stories that came from the VC funding model? It seems bootstrapped manufacturers have had the most success. One theory is VC funded manufactures are required to set prices high to show a quick (VC tolerant) ROI which the market won't support.
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John Honovich
One comment / question about quotas: For new sales hires that are whale hunting (which is what Anyvision effectively is, i.e., land a handful of enterprise accounts with hundreds or thousands of channels each), evaluating sales performance is going to be hard.
These deals are inherently lumpy. A salesperson may get nothing besides small pilots for many months and be at only a fraction of their quota. You might not even know if the salesperson is being honest or realistic but the 10th or the 15th month or whatever, they might close a multi-million dollar deal. As a startup, how do you manage that? How do you determine if the salesperson is just making excuses or is just weeks away from pulling in a whale?
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Assaf halevy
Good report. I also agree that prices are too high for mass use.
Comment: Enrico Montagnino joind from Qognify not Verint
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Undisclosed Integrator #5
AnyVision had sent Tyler up to do the set up for our pilot of AnyVision. Sad to hear he's left, seemed like he knew his stuff.
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Patrick Hart
Hi John,
You missed me on the list of notable hires at AnyVision, considering you trained me at 3VR, I like to think I am one of the best Sales Engineers in the security field. I believe that the delivery of any product is as important as the initial sale. It is the SE's responsibility to keep the features and benefits inside the acceptable scope. AnyVision has a great sales support group of Sales Engineers and Field Engineers. The beauty of AnyVision is the product works great and it is the best face capture software I have ever seen.
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John Honovich
Anyvision clarified to IPVM:
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Hal Bennick
02/21/19 03:47pm
The Glassdoor reviews are pure gold. Might be worth noting that there are three super-amazing-positive reviews all on the same day, just a few days after this article was published. Looks like someone is trying to pump up those numbers!
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John Honovich
Update: Anyvision CEO Threatened To Sue NBC News And Said That Anyvision Was The “Most Ethical Company Known To Man"
There has been a number of major sales / business employee exits this year:
However, Anyvision's overall headcount has grown significantly in the past year, per LinkedIn:
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