I worked for the Company for some time, into leadership and on different campaigns. The work experience was good, the 'opportunity' is there, however, very few make it to Management or Asst. Management.in my time there over a few months, I did see two or three Assistant's promoted. None of them got their own office of 'choice'. I guess the main things I would hope Cydcor would change, would be the fact that they do not have much control over how each office is ran. When going out on a Day of O, I was told that Cydcor pays for all your office supplies, Computers, copiers, etc. I did not find this to be true. The Asst. Did save up $10,000.00 to start a new office, and out of that was purchased items in the 'new office'. The offices had papers laying on the floors, boxes, etc.
In that short time, I also heard of two other 'owners' who were 'toasted'. That really bothered me alot. If I am an owner, why do they still have that control? If you are not a mover and a shaker, 'you can be replaced'. That threat was mentioned alot. They do go through a large number of Resumes and interviews, which most 'blow off'... Or don't even come back to have the Leader 'put their name on the line', to stick their neck out, to get the job for the Day of O. All of this is called 'Fear Of Loss', one of the sales techniques used in selling, in whatever campaign you may be on.
I definitely saw more people leave the different offices, than any amount that stayed. Some of the managers are nice, others are really rude, degrading, haughty, errogant egotistical capitalists. Yes, they made it' can you? Do you have what it takes?
The main things I did not like, were how they tried to fear of loss the Day of O, saying it was a scarce chance that they would get you in the door, when the truth is, they really wanted you to come in, no matter what, unless the leader 'rolled a donut' ie sold nothing that day, and then they would make a stipulation that it was contingent upon certain things to hire someone. Then once that Day of O becomes a Leader, he or she then learns that you 'sold them' on the business, or 'fear of loss'd them, to get them that sense of urgency to take the job.
It's all a matter of presentation. They have the beautiful offices, the 'show', the bells and gongs going off, and the excitement. Much of that really wears off in Leadership, after all the hours and meetings and degrading talks. When in reality, the parent Company Cydcor would benefit much greater if they did incorporate all the millions the 'owners' are making, and put people on a real salary, with real benefits and give them real incentives over and above a quota, like most 'reputable' companies.
Cydcor does not have a good reputation in that respect. The Assitant's do not go on salary, they get an 'over ride account' from all their 'generations' under them. There are many half truths or deceptions that do become apparent once in the company or in Leadership, that are or should be hard for a honest person to accept. Hopefully, Cydcor will change this policy or practice. Honesty is always the best policy.
In the eyes of the client, Cydcor is acquiring customers. Most of them are acquired by hard work, a good work ethic for sure, but at the expense of many many distributors who pay for all of it. For without the distributor or merchandisers, they have no company. I would like to believe that a company so 'sold' on family ahd 'people helping people' would really attempt to set a salary now that the company is poised for great growth, as long as the distributors are meeting quota, or over, with incentives.
With reports such as these, and reports from Days of O, who have been stranded out in some city with no pay, and no insurance, it could be a costly business venture. The Day of O, is actually hired the day he or she goes out.
The business makes it's money on every individual striving for an opportunity where the law of averages is way less than 3 out of 100, maybe even 3 out of 1000 if that. So the backbone of the company is on 'you can be replaced'.
Fear of Loss
Sense of Urgency
Greed
Indifference
These are all used in recruiting or selling the opportunity, and they are used in everything there after. I learned a whole lot from the experience. Would I go back and do it again? No. I would like to see it really become professional in the sense of quotas and salaries, even if it's a lower salary and the incentive high. I would like to see the company change the policies or 'techniques' of Days of O. Someone is going to really get hurt in someone's car, and the liability in that alone is extremely high... Leaving much of it on the Leader, who is giving all for an opportunity, that really rarely happens, and that usually to those who are living in homes together, some for years, with no cars, homes, family, etc.
Not many insurance companies would cover an auto accident, that was caused on the job, when the auto is being used to take out job interviews. Better check your auto policy.
The other thing I noticed was the fact that on pay day, the Asst. Manager would be the one who had to explain what happened to each person's check. It doesn't seem that these reports are going to go away, and will get more frequent as time passes, if the company does not address some of these policies.
I will say this, it did help me get the best career of my life! Looks great on a Resume, and the sales training is second to none. When other companies find out you made it on straight commission, they know you know how to sell!!! Selling and honesty, should go hand in hand. I cannot say I got 'ripped off'. I learned a great deal, and there are some Reps earning a thousand a week, if the reports were true. I never really saw any one else's check, the opportunity is there if you don't mind some of the deception. I would take the word of some of the previous owners in these reports. Word of Mouth is the best advertisement. If it was that excellent of a job, people would be standing in line, like the Fortune 500 Companies that are waiting for new offices to open. They have nothing to lose. It's straight commmission, they pay when they get a client.
Try indifference, it seemed to work for me.
Anon
S. San Francisco, California
U.S.A.
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