Membership Sales Representatives at Nielsen give their company a 1.5 out of 5.0, while the average rating for Nielsen is 3.4, making them 78% less happy than every other employee at Nielsen and 67% less happy than every other Membership Sales Representative on CareerBliss - the happiest Membership Sales Representatives work for Spectrum Athletic Clubs.
"Avoid Membership Sales Rep jobs nationwide because..."
What do you like about working at Nielsen?
"A company car was a nice perk but over $70 per pay period was deducted for personal use regardless of personal miles driven."
Do you have any tips for others interviewing with this company?
"I would turn and run the other way but be sure to ask the meaning of having a home office. This is not the case as you need to be on the road constantly. It is all about production so working from home is very misleading."
What don't you like about working at Nielsen?
"High stress and low job satisfaction. This job requires one to knock on doors without an appointment and recruit the home to be part of the Nielsen TV Ratings. It sounds easy because the rep is not actually selling a product or collecting money. The fact is that it is not easy simply because people do not want to be bothered and are wary of strangers at their door. Winter time is especially difficult not because of the cold but because it gets dark by 5pm in most places. The evening is prime recruitment time since that is when people tend to be home. However, try to get someone to open their door for you at night. Good luck! Goals are unrealistic and blanketed across the country with little regard for drive time and workload. Addresses are chosen for you so you are at the mercy of people answering their door or not. The MR role will not prepare you for anything either in or out of the company. I would stay away and if you really want to sell and work with people then get a job in B2B sales where bonuses are not withheld at the whim of the associate directors."
What suggestions do you have for management?
"The managers that set the minimums are the survivors and have limited experience recruiting homes. They lack vision and more importantly and understanding of the difficult nature of this job. They set targets without an understanding of what is realistic. They will replace people rather than trying to develop them."
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