Skip this place - Telesales Agent bei Expedia Group: Mitarbeiterbewertung

2.0
29. Nov. 2009
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CEO-Befürwortung
Geschäftsprognose

Pros

Really laid back atmosphere. You can chew tobacco and work on the phones. Wear what you want to. Go out and smoke when you want to. Okay for people who are in school and plan on leaving in a year or so.

Kontras

ou get paid $0 for all of your sales if you are not within the 4% average for the center for days or nights, whichever shift you work. Base pay is a mere $9 per hour. You get calls from people who don't know you are Hotels.com. They hang up after they find out who you are much of the time. Company tends to put all the fault on the employees instead of making the pay grid better and easier to attain commission. No matter what the issue is, the company blames the employee and says the employee can do better. Many get fired for not meeting their goals which are made higher by people who cheat in the first place. Basically no feedback on performance and hardly any team meetings. No where to go here, dead end job. Building filthy, bathrooms cleaned once a week. System very slow , lots of errors. Lot of chiefs, people who think they run the place. Two people who manage the center are clueless.

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5.0
24. Juni 2026
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CEO-Befürwortung
Geschäftsprognose

Pros

work life balance lots of pto

Kontras

limited room for growth in the company

2.0
25. Juni 2026
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CEO-Befürwortung
Geschäftsprognose

Pros

Good pay, supportive manager, and genuinely pleasant colleagues.

Kontras

Frequent reorgs and shifting strategic direction made it difficult to build momentum or plan long‑term. Over time, contractor roles became increasingly narrow and production‑focused, which limited opportunities for meaningful skill development. Responsibilities that originally included project management were reduced to primarily email production work. There’s also a broader corporate pattern where work is expected to be completed exactly as written, with little room for judgment or improvement. Even small, quick optimizations can lead to pushback rather than appreciation, creating an environment where going “above and beyond” requires multiple layers of approval — which defeats the purpose of being proactive in the first place. Finally, there’s an in‑office expectation (less strict than for full‑time employees, but still present) for work that can be done entirely remotely. This tends to benefit highly social personalities, but for those who prefer focused, independent work, it feels unnecessary. Social dynamics also play a noticeable role; if you’re not immediately well‑liked or you make a single early mistake, it can create a self‑fulfilling perception that’s difficult to overcome.

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