The Verkademy - The Controversial Program Driving Verkada's Sales Machine

Executive *******

******* ******** ********* ********, *** *** primarily ****** ******* ********* ** ***** in ***** *******, ** ********* * "short ********* ****" **** * ****-******* Account ********* ****. ** **** *** disclose ** ************ ******* *********/********* *** ******* *** ******** ** ********* *** promotions *** *** **********. *********** *** do *** ****** * ********* ***** six ****** *** *****.****** ***** *****, * *********** ********** of ******** **** *** ****** ******* of **************** ** ******* **** *** simply ***** ***.

*** ******* **** ***** **% ** Verkademy ************ *** ** **** ****** of ********* ********** ** ******* ********** and **** ** ******* ******** ** the ******* ****. *******, ****** ******* employees **** **** *** ********** ****** significantly **** ****** ** ******, *** at ***** *** ****** ******* *** success ***** ** **** **%-**%.

*** ********, *** *************** *********** ** *** *******’* *** Mateo, ********** ****** **** ** **** one ****** *** ** ***** *-****** recruitment ***** ***** ** **** * permanent ****-**** *** (* ******* **** of **%). * ****** ******** ** Verkada’s ****** ****** **** ** **** only * ** * ******** **** in *********, ****-**** ******* ********* ***** a **** ***** ********* *** ******* (success **** ** **%).

*********, *** ******** **** **** ***** – ********* ** ***** *** *** – **** ************* **** **** ****-******* Verkada ***** *********, *** *** ******** to ****** ******** ********* *** ******** information ** ***** ******** *******. *** program ** “******,” ******** ****** ********* told ****.

"********** *** ******** ** ******* ***** full *** *** ** **** ** learning ******* ******** ** ***** *** time *** ** *** *******," *** former ****** ******** ****. "** [********* Account **********] *** *** ****** **** script **** *** ****, **** ***** fail **** ******."

******* ** ************ ***** ** ****** ******* ******* themes ** *** ******** ****** **** IPVM. "** ***** *** **** **** churn *** **** ******* **** ** find *** *** **********,"* ****** **** **** ** * comment.

******* *** ******* ** *** ***** term **** * "***** *** ****" program, ******** ** ** ****-**** ***** recruits ** ******. *** ******* ******** may **** ******* ********. ****** ****** managers **** **** **** *** **** Verkademy ********* **** ** ********** ***** account ********** *** *** *** ** through *** *******.

*** ***** *** ********* ** *** approach.******** *** ****** *** ******** ******* and *** *** ******* *********, ****-**** positions **** ******, ***** ***** ******** publicly ** **** ***** ********* ********, and ****** *** *******'* ******* ** attract ****** **********. ** ******* ******** of ******** **** *********** ********* ********* who *** ********* **** *** **** again ** ****** ***********.

**** ****** ************ ********** ** **** that **** ********* ****, **** ***** numbers, *** *********** **** ******* ** stress *** ******* ** ****** **** were ** * ***** **** ***********. One **** ****:

*** ****** * **** ******* ****** I *** ***** ** **** **** complex **** ** '***************'. * *** one ** ***top ********** ** *** ******* and gradually became burnt *** ******** *** ********** because of the impossible demands of the job. [Emphasis Added.]

**********

• ***** *** *******? "***** ******** * Worked ****" *** "******** ****** ****** On * ***** *****"
• *** **** ** ***** *** ** Sell *** ******* ***, ** *** Verkademy
• "********, ****, *** **********" - ******* Sales ********* *** *****
• ****: ******* ***** **,***+ *********** ****** to ** ****** *********

Verkademy ********

******* ** ****, ********* ** * 6-month ******* “******* ** ****-***** ***** Associates **** ***** ***** ***-****** ******* Executives,” *** ******* ******** ** **** ******* ** ********. *** ********* ***** ** *** range ** “************* $**,***-$**,*** *** ****,” according ** *** *******.

******* ********** **** ** *** *****, **********, *** ** ********* ******* ********* position ***** *** **** ****** *****.

*** ******* *** ******** ** “******* a ******* ******” *** ******* ****** college *********, ********* ** **** **** ****** ****** *** *******.

** *** ****** ****, * ******** manager ****:

*********focuses ** *** **************: (*.) *********** ****** & ********** the ****, (**.) ******** ***** *** Different ******** & *********, (***.) ************ Overcoming **********, (**.) ******** **** *** Accounts *** (*.)Verkada’s ** ********. ** *** ************ *****,we’ll ******** ** **** ** ** *** ******* ** ******* ** *** *********** ** ********* *********. [******** *****.]

************’ “****** *********** *************,” ******* ******** manager **** ** *** ****.

***% ** ********* ************ *** ***** quota ****** *** ***** ******, *** 93% ** **** ******** ******** *****. The ***** ***** ** ****70% ** ***** ************ ***** *** * *** ***** ** ***** ** *** ******* ***** ************.*******, ** *** **** **** ** the *** *** ******* *********** ** the *******, *** **** *** **** many, ** *** ***, *** ********* graduates. [******** *****.]

* ******* ************ **** ** ** September **** **** *** ******* ** “******** *** *****-****** *********** **** ** exploring *****.” *********** ***** ** ** June/July *** *******/********, ***** ******* ***********, the ************ ****.

*** ******* ** “***********” **** ******** about *** ********** *** ******* ****, as **** ** *** ********** ** "attrition," *** ************ ****.

We ********** some participants may choose alternative career paths, leading to voluntary *********. Additionally, with performance assessments at three distinct phases in the program, we foresee further attrition. Nevertheless, around **% ** ********* *********, ** *******, ************ ********** **** ****-**** ******* ********* ***** **** **********.** *** *********** **** ************ ***** that ******. [******** *****.]

Stats ** ********* *********

********* ** * *********** **** ** Verkada's ******* ***** ************, **** ******** Sales ********* ********** ******* ~*** ****** have **** ******* *** *********:

• ~*** ******* ******* "********* ******* **********," presumably ***** ** *** *******
• ~*** **** *** ***** ******* *********, generally ******** *** ** *** ********* into ****-**** *********
• ~*** **** *** ** ****** **** at *******. **** ***** ** ******* they ****** ***, ****, ** ****** and **** ***** **** *******.

*****, ******* *** ******* *** ** 1,000 ***********, ***** *** ********, ******* that **** **** * ******* ****** came **** *** ********* ** *** in *** ********* *********.

Recruits’ ****** ***** *****

** ****, * ****** ******* *** joined ** ** ********* ******* ********* posted ** ******** **** *** *** part ** ***“********* */** ******.”*** ******** ** *** ******* ** “boot ****," *** **** *** *** “excited” ** ***** ** ** *******’* Austin ******.

********* ** *********** *******, *** ******* ********* **** ******* University ** *** ****.

A **** *-* ******

*** ****-********* ********* ************ ******* *********** to ********* ** ******* **** **** markedly **** ************ *** ******** ** the *******. * ****** ***************** ** ***. **, ****,***** *** ********,"**** *** **** ******. **** ** luck ********. **** *** *****, ***'* believe ***** ****":

Recruiters ***'* **** *** **** on how it is besides that it will be hard for 4-6 months. Daily ******* **** ** ****** ***+ **** *****, *,*** ******* ** ***** *** **** ******* ********* *******/*************. Depending if you get Corp or SLED, you'll have an easier time if you got assigned to SLED. They have test outs of product knowledge and sales cycle every week so you **** **** ** ********* **** ***** **** *** ******** ** ***** ** ****, if you fail you will have to retake it again next week and hold up your progress. [Emphasis Added.]

*** ****** *********** **** **** “**% ** ********* ****** ***** ** get *** ** **** ** **** have ******** *** ******* **** ***** metrics ** ****.”

** ***. **, ****, ******* **** recruit ******,"**** **** ** *********,"*** **** **** *** ********* *** role "** ** ********* ********* *** position ** ***** *** ******* **** commission *** *** ******** *****, *****, [or] ***** ****** **** *** *******."

**** **** **** *** *** ******* rate ** ********* *** *** ** AE ** **-**% **** ** ********* isguaranteed ** ** ***** **% — go ahead and ask your recruiter what the success rate of the program [promotion to account executive] has been over the last 1 or 2 years. Make sure they give you current ******* **** ******* ************. [Emphasis Added.]

******* **** ******* ** ********* ********* participants***** ********* ****** ** ******* ******, ***** ** ***** ** a******** ********** ********* *** *******.

** * **** ****** ****,* **** ***** ******* "****** *** any ********** **** ******* *** ** it ** * **** ***********," ********* to ***** *********.

******* **** ***** **** ******* ********, with *** **** ******* *** ******* a "****** **** *********** **** **** **** turnover ***** *** ***** ****** ***. Had * ***** ****** **** ***** and ** ******** **. **** ** saw ****** ******** **** *** *****."

Mass **** ******* *** ********

*** ************ *** **** ** *** of *******'* **** ******** ********* - mass **** ******* *** ******** ** a ***** *** ***** *** ******** security ************ ****.

** ******** **** ***,*** **** ***** made *** ***** ****** **** *** Verkademy, ***** ** ******* ** *** calls *** ***, ~*** ****** ** the *******, *** **+ ******** **** per *****. ** ******, **** * small ******** ** ***** ***** *** ever ******** ** **********, ** ******* of ******* **** ** *****, ****** have ****** **** **** ******* ** answer *** *****.

*** **** ** ***** *****-***** ***********, akin ** ***** ****** ******** **** decades ***, ** ** ******** ******** for ****** ******* ***********. ** **** on ******, *** ************ **** ** schedule * *** *** ****, ***** equates ** * ***** ** ******* 1,000 ********* ******** *** *****.

*******, **** ** *** ****, **** due ** ***** ******'* ************ *** the **** **** ******* *** ******* dialed **** ******** ** **** ***** to ****** *** **** ****** **** the **** *** *****.

2 ***** ** “**** ****”

* ****** ******* *** *** *** offered * ********* ******** **** **** that *** ******* *** ********** *** increased ***** ****** *****. *** *******, whose ******** ** *** *** ********** because **** **** *********** **** *******, said **** ******** ******** ******** **** managers ********** *** ******* *** **** surprised **** **** **** *** ******* an ******* ********* ****.

**** * *** ** * *********** in *** ******'* ********** ***** ***** up ******* * ****-**** ******* ********* job, *** ******* **** **. *** recruit *** **** ***** ** ******* technology ******* ***** ******* ** **** the ****-**** ******* ***** ********.

* ****** ****** ** ******* ********** who *** ******** **** *** *******, whose ******** ** *** **** *** disclosing ******* ** *********** ********, **** us ***** **** ******** ******* ** Verkademy *** **** ******* **** **** “just ** **** ******’* ***** *********.”

“* ********** ***** ****** ******* **** qualification ****** *** *** ** ********,” the ****** ******* ****. “**** ********** learned *** ** **** ****. **** had **…**** ****** ****** **** * lot ** *** [****-**** ******* **********].”

**** ************ **** “******” ******, *** former ******* ****. “*** *******, * hours ** *** ***** ****** *** can ***** *** ******…********* ** *** day, **** ***** **** *******.”

**** *****: “***** ***** ** ***** where * ***** ***** ****** ******* their *** **** ***** **** ***** just ** *** **** ****.”

Necessary **********

*********** **** ********* ******** **** ******* fresh *** ** ******* ** ********* early ** ***** *******, *** "**** time" ******** ******** **********, ******, ******* former ******* ******* *** *** ******** with *** ******* **** ****.

"*** **** ** ***** *** ** talk ** ********* ** * ************, articulate ******," *** ****** ******* **** IPVM. ****** *** "**** ****** ** get *** *** *****" ****'* **** to ******* ** *** *******, *** former ******* ****.

******* ***** ***** *** ***** *** cold ******* *** ***** **********. ******** is * **** ** *** *******'* culture. ** ********* ** ******* ******** Hans ********* ** ***** ******* ****** ******** ****, *** ******* ************ ***** ****** high ****** *** ******* ******** *** will **** ************.

"You'll **** ** **** ** *** ***'* **** ****"

********* *** **** ********** ***** *******'* sales ******* ** ********* ********* **** hard **** ** ******** ** ******* at *** *******, *** **** ******* that ****** *** **** ** **** standards ****** ** ****** *****.

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

***, **'* **** ****, ********** ***-*** companies ***. **'* *** ******* ****** salespeople ***** ***** ******* ******* *** just *** ** *** ** ***. If *** **** ** **** ***** job, ** ** * ** **** start ** ***** ********** *** ***** taken * ******* ****** ** * public ******* ***** *** ***'* *** promoted *** *-** *****.I ******'* **** **** ** *** **** ** ******* ****** **** **** ** and and not get held to a quota. Simply put, you'll **** ** **** ** *** ***'* **** ** **** ****. [Emphasis Added.]

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

*** *** **** * ******* ****, but * ********** **** *** ******** to **** **** ** ** ***. I **** ***** ******* **** *** leveling ** ********* **** **** ******** else.What * ** ** **** ** ***** *** ******* ** ** **** *** ******, **** ****** ***, *** Maybe a good con to throw on here is the number of people who feel as if the company works for them. It's a business relationship - you must give, in order to get. Work ****, ** *** ***** ****** *** *** **** ** ********* ***** *** *** *******. Don't do the above, and you won't. The equation is really very simple. [Emphasis Added.]

** ********* ******* *************** ** ******* ****: "* **** *******" *** "**'*********** * *****, *** *** *** *********** *** your **** ****."

“Brutal” *******

* ****** ******** ** *******’* ****** office **** **** **** *** ******* first ***** *** ********* ******* ** that ****** ** ****. ******** **** paid *** ****** ** **** ***** own ********** *** *** ** “****** up ** ***** *** ********* ***** on ****** ** ***** ********** **** they *** ***,” *** ****** ******** said.

*** ** * ***** ** * participants, “**** *** *** ***** ** AE *****; *** **** ****** *** not ******** ** **** ***** ***** their ***** *** ******** ** ****,” the ****** ******** ****.

“*** *** ******* ** ******,” *** former ******** **** ****. “* ********* AAEs ******** ** * ******, ********* for ** ** ******** ** *** following *********, *** **** ** **** they *****’* **********. ***** ******** *** candidates."

Impact ** *******

********* ********* ******* **** ***** **** to ****-**** *** ******** ****** ******** them ****-**** *********. ***** ******* *** also ***** ******* ******* **** ******’* training *******, **** ** **** ****’* hired ** ******* **********.

*** *** ******* ***** ********* *** hiring **** **** ********* ***** ******** survive *** ******* *** *** ***** find ********** *** ** ****. **** risk ********* ** ******** *** **** they **** * **% ****** ** landing * ***, *** *** **** are ****** ** **%.

*** ***** ** ******* *** ******* may **** ******** *** ******** *** Verkada ** ** **** *** ***** enough ****-**** ******* **********.