Pros
Free food. Fun partner events. Matching 401(k) plan. Employee purchase program. Training program.
Cons
Pay is way below industry standard and it is based on position and not promotional merit. Management is not going to be transparent about the commission structure and after 2 years coworker loses the low base salary. CDW also takes 20% of a coworker's SPIFF money, which accounts for about 30% of their overall earnings. If the coworker is in a pre-sales role within CDW S3, the bonus is capped at 150% and there is no SPIFF money. Overall, CDW turnover rate is very high because of the total compensation. Upward promotions are rare and CDW prefers to hire from outside the company to prevent internal conflict among coworkers. Going through the Emerging Leaders Program has a high opportunity cost for the coworker because of the amount of time it takes to complete the training. New Sales Managers are tossed around and start in the academy with low-revenue teams, which directly impacts their pay. Culture varies across each department and CDW partner-funded teams are often in conflict with their external partner stakeholders. This results in an internal toxic culture that persists and CDW will often take the side of the partner and eliminate the coworker or the entire team. The internal bureaucracy also stifles any innovation and management listens top-down, which affects the customer experience.