At SalesRoads, 100 percent of employees say their workplace is great.



This review is based on 30 employee surveys, with a 90% confidence level and a margin of error of ± 2.74. It was published on Mar 30, 2017. 7381 Visitors

What Employees Say

I'm proud to tell others I work here.
I am able to take time off from work when I think it's necessary.
I can be myself around here.
I believe management would lay people off only as a last resort.
I am treated as a full member here regardless of my position.

What They Do

We asked SalesRoads to explain what they do. Here is what they had to say.

SalesRoads specializes in B2B appointment setting, sales outsourcing & lead generation for midmarket and enterprise level organizations. Working from home, our team of experienced telesales executives across the country provide consistent results, difficult to replicate with an in-house staff.

About this Company

Website: Industry: Professional Services
US Headquarters: Coral Springs, Florida, 33065 US Sites: 1
Major Locations: Bloomington, Indiana, 47403; Coral Springs, Florida, 33065 US Employees: 31
Corporate Structure: Private Founded: 2007

SalesRoads has been awarded:

Best Workplaces for Recent Grads 2016 (ranked 42)

Best Workplaces for Flexibility 2016 (ranked 32)

SalesRoads Pizza Party 2016, celebrating our achievements with pizza and a movie!

Perks and Programs

We asked SalesRoads to share a few programs they feel really capture what's unique about their workplace. Here is what they had to say.

  • Contests and Prizes: SalesRoads offers contests that vary in style each month. Any who succeed in the contest get points that they can accumulate and use to buy prizes, from gift cards to electronic gadgets like kindles or ipads! The more you succeed by, the higher the point value. Most of our employees win between $15-50 each month. Often, our managers pitch in to create unique prizes like, "your portrait drawn by one of the managers" or "a karaoke song of your choice, personalized and recorded for you by the Director of Program Management" or even, "a batch of homemade Kreiger Kookies, baked and sent to your house by the company President!"
  • Flexible Hours: We allow our employees to take time off as needed and in many cases, they can choose to change their work schedule around as needed, so as to not use unpaid time off. If someone who is full time needs to be out on a Friday, they can let us know the week before, and work 10 hour days Monday-Thursday, should they wish. This has proven to be an enormous asset to our many working parents, allowing them to plan vacations, arrange for easier transportation to school and other after-school activities, and even get some work done when their child is home sick from school.
  • Working from anywhere safe, fast and quiet: We believe that dedicated people can benefit greatly from working from their homes, because they can control their own environments. Some employees also choose to work a few hours a day while on vacation, and so long as they have access to fast, secure internet, and a quiet place to work, we are able to accommodate that. We've had people take working vacations across the country, and even in Brazil or the UK! We're thrilled that our mission statement of "finding and retaining the best talent, no matter where they may live" has also had a great impact on the diversity of our company!
  • Peer-to-Peer learning: Because we have employees from all over the country, who have various experiences and proficiencies, we do a lot of one-on-one trainings that we refer to as peer-to-peer learning. Each session, we ask our reps to come up with a challenge or two that they are facing, and then discuss that issue with their assigned partner or partners for that session. The partners give their suggestions and feedback, and then each participant writes down and sends in some key learnings from their session. We then post some of those key learnings, so that everyone can benefit!
  • Online courses: Through our payroll administrator, we offer various courses and trainings that are free for our employees to take to help them hone their skills, and add to their resumes. For those Millenials looking to learn new skills, or those more seasoned sales veterans seeking to add new technology skills to their arsenal, the online offerings are a great addition to our training suite.
  • Continued internal education initiatives: At SalesRoads, we believe that the best way to help strengthen our sales is to strengthen our sales reps, and so we have dedicated resources to attending conferences and researching strategy, in addition to learning from our own experience, and are developing new education programs. Our new certification programs will be shared with all new and existing team members, and we will also be offering opportunities for further training for potential team leads and program coordinators, to allow for career advancement for those who excel in our core values. Our upper management are also developing further education for the managers and directors, to help them to better forecast sales, conduct call listening and coach team members.
  • Internal promotion: Over the course of the last year, SalesRoads solely hired directors, program managers, program coordinators and team leads as promotions from within, because we believe strongly in providing opportunities for growth to interested and dedicated employees. Last year, we promoted 7 people, more than half of whom were women, and this year, we intend to promote more as we continue to grow and expand our management training courses.
  • Variety of Calling Opportunities: Because we partner with a wide range of businesses, we offer opportunity for callers to learn a great deal about various industries, giving a breadth of experience. We believe that our callers are most effective when focused on programs and industries that they are passionate about, so we do our best to cater to individual strengths and interests when choosing partners and assigning reps to projects.
Our Florida Team Celebrate receiving the Inc. 5000 Award


  • Flexible schedule (100% use it)
  • Telecommute option (100% use it)
  • Compressed work weeks (60% use it)
  • Onsite Amenities (We are a remote, virtual office, so we don't have these types of perks on a regular basis, but we do offer: a rewards program, where our employees can earn "CrewHu Bucks" and spend them on giftcards to places like Amazon, Starbucks, Chili's, etc.. frequent contests to win specific prizes, or double commission bonuses periodic "Happy Hours" or Pizza Parties to celebrate company achievements)


  • Jesse Leeds is responsible for the success of formal recruiting and retention diversity goals
  • Written policy prohibits discrimination based on (at a minimum) age, disability, race/ethnicity, religious beliefs, gender and sexual orientation
  • Non-birth parents in same-sex relationships can take parental leave

Leadership Diversity


Workforce Diversity

Our Indiana team having a company happy hour


President David Kreiger, making his famous

How to Get Hired

We asked SalesRoads for some inside information on how to get hired at the organization. Here is what they had to say.

What key characteristics tell you a prospective employee will be a great fit for your company?

The ideal candidate would be:
• Self-Motivated, Tenacious and Disciplined
• Charismatic, Persuasive and Professional
• Efficient, Organized and Detail-Oriented
• Flexible and Creative
• Able to work in a fast-paced environment
• A good listener- A seller must listen more than they talk to ensure that a client is qualified, engaged in our discussion, and excited about our suggested solutions.
• A good leader- We look for people who feel comfortable leading discussions and taking charge of calls to instill confidence in our clients.  Since we also promote internally, we like to look for and foster leadership in all of our employees.
• A good community member- We like to ensure that our new hires are the type of people who will contribute to our community- providing feedback, offering helpful suggestions, and supporting their fellow teammates- to make sure we are connecting even in our virtual workplace.

What can prospective employees do to get your attention?

You can expect to role play during interviews. If a candidate can present a smooth, well thought out, benefit-oriented pitch, then overcome objections and sell the interviewer during the role play, that’s impressive and stands out.  In your cover letter or during the interview, showcasing quota or goal attainment in your previous work can get our attention, but it is by no means the deciding factor.  We also look for people who can show that they are enthusiastic and quick to learn new skills.  Someone who is prompt, polite, succinct, engaging and personable is eligible despite previous experience or lack thereof, so the best thing you can be is interesting to talk to on the phone!

Are there any positions or types of candidates you are particularly focused on hiring in this coming year?

Because we are growing at a rapid rate, we are adding new campaigns all the time and are always on the look out for great talent.  For the foreseeable future, we will be looking primarily for appointment setters, and then secondarily Full-Sales-Cycle reps.  We may also be looking to hire a controller, an HR Generalist, an accountant, and an IT consultant, but it will depend on growth.

What should interested candidates do to find out more and get started?

We encourage you to go to our website and look through some of the descriptions of what we do.  While we do have some information for prospective candidates, a lot of our website is geared towards explaining our services to potential clients, so should you have additional questions, please feel free to use our live-chat feature to ask!  We also encourage interested parties to fill out an application.  It is a fairly short application, so each question we ask is important, and we urge you to please consider each question carefully before submitting.  We are, above all, a sales organization, so be sure you can "sell us" on you!  If we like what we see, we will reach out for an interview, so we urge you to prepare some questions to ask us when you are submitting your application.  

hiring Outlook

24 Forecasted positions to fill in coming year -45% Job Growth
122 Average applicants per opening 1,837 Total job applicants
15% New hires by employee referrals 10% Openings filled by current employees
1 Recent graduates hired
* All figures refer to 12-month period prior to reporting, unless otherwise noted.

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