Working at ReachLocal in Plano, TX: 6 Employee Job Reviews by Real Employee working in Plano, TX Area

"I have worked at ReachLocal since 2013. They have undergone many changes throughout the years, but with every change, the client first mentality has always been the forefront. All channels work extremely well together, creating a cohesive organizational goal. One of the key important factors is they promote internal promotions whether hiring externally. I highly respect and enjoy working for ReachLocal."

"ReachLocal was an incredible place to work right up until about 2017, when Gannett aquired them. Gannett (USA TODAY) is so out of touch with reality and the digital world and they seem to prefer doing business the way they did when print was king. Old school, super corporate and out of touch. The culture is poor and the product offering is stagnant, at best. Too many competitors in this space to not stay cutting edge. My guess is that they will go OOB within the next 5 years (if not sooner)."

"I have truly enjoyed working for Reach Local. I wish the salery was highter"

What do you like about working at ReachLocal?

"Its a young energetic work place that has room for growth"

Do you have any tips for others interviewing with this company?

"Be honest with yourself and make sure you are a self motiviated person who works well indepentantly"

What don't you like about working at ReachLocal?

"The base salery was too low and the process of building your book of commssion was to slow"

What suggestions do you have for management?

"My management team is excellent I would not change one thing."

What do you like about working at ReachLocal?

"Great emphasis on Sales Training Program for all new hires."

Do you have any tips for others interviewing with this company?

"As long as you are in Sales and are ok with not making much money for a base you are good to go."

What don't you like about working at ReachLocal?

"The company grew so fast they threw dollars at on boarding training. There was lots of emphasis on ongoing sales training programs but unless you were part of the sales team or services team, there we're few development opportunities offered for other departments."

What suggestions do you have for management?

"One of the founders attends every training class for new hired and is very much engaged from the start.What he lacks in is anyone who is not in a revenue producing role within the company. If I were running the show I would stay engaged with all employees within the company not just the ones that service the bottom line revenue stream."

"Solid place to work but..."

What do you like about working at ReachLocal?

"Good working environment. Great product. Really good people for the most part."

Do you have any tips for others interviewing with this company?

"Be sharp, be professional. Get ready for an intense but fun training period."

What don't you like about working at ReachLocal?

"Watch out for your accounts. Others in the office will try and steal them out from under you."

What suggestions do you have for management?

"Take a closer look at your talent and get rid of the dead weight. It seems the good people get fired and the losers become managers."

"You need to know the right people and play the corporate game"

What do you like about working at ReachLocal?

"In the initial build phase it was a fun and energetic place to be. It didn't seem like work because you all believed in the same vision. Once the corporate choke hold was put around the company the place became a turnover mill and the each business unit became fragmented and worked in silos with limited communication or uniformed operating processes."

Do you have any tips for others interviewing with this company?

"Sell your self hard. They are looking for the cut throat sales person that will tell you anything to make a deal. Retention is not their top priority. Tell them you can sell at full throttle and be as organized as an admin while supporting your clients."

What don't you like about working at ReachLocal?

"The steps to promotion and or job security were often broken and dirty because personal relationships and presentation often out weighed productivity and job performance."

What suggestions do you have for management?

"I would really have the leadership team chime down the self promotion and Chest beating that goes on almost everyday. If there is going to be such a high turnover rate you should really have clear metrics in place for termination. Not the, well I like that guy/gal and he or she gives us a polished look - Performance and Loyalty should be far more important than looks and relationships."