Certainly not without more details.
Good sales is far more complicated than closing deals. It's like in poker: you'd much rather fold a good hand (unclose a good deal) than shove all in and then lose to an even better hand (close the deal and then discover the customer was a bad fit, which has negative second- and third-order consequences.)
Sales reps so often have incentives that are terribly aligned with the company’s long term success.
However, she likely received some amount of severance, which would mean she would get less or no unemployment income, depending on how much it is in relation to what she would've received from filing for unemployment.
Either a misconception or just misspeaking, but legally they can tell the employee everything. The employer doesn't want to tell the employee, simply to CYA.
Could you please provide a source for that? That can be an important distinction for an employee. For example, when answering the question "Why did you leave your previous job?" It's important for the now ex-employee to have accurat information.
Cloudflare did a layoff in sales that impacted ~ 100 underperforming people in May last year. It was discussed on investor day by their CEO ( https://softwarestackinvesting.com/cloudflare-net-q2-2023-ea... -> section profitability ).
They actually hired 100 other people to get average sales people around the same time, instead of underperformers. The expectation was that those new hires ( ~ May 2023 ) would see results that year => december 2023.
Probably the new sales hires were also being graded and those layed off were underperforming versus their peers.
The only thing I'm wondering, is that the performance review was fair for newer hires, but that's speculation. There are a lot of other ways to know if someone is underperforming ( eg. Feedback from 1 of the 3 sales she didn't close)
And if you're in sales, there's only 1 metric that counts...She mentioned to have 0 sales...
Why is that?
How can they be certain that the person they're firing won't record that conversation?
To see what's allowed/possible, even if it gets recorded.
HR only talked for 21 seconds before she said "I'm going to stop you right there" and started talking over them.
She goes on to admit she closed zero sales, even past her ramp-up period.
It's unfortunate, but if they sorted people by sales performance she's at the bottom of the list (by definition)
I think a lot of people in this comment section are responding to the emotional nature of the TikTok and ignoring the fact that she had zero sales during a downsizing.
If they were sorting people by sales performance, her manager shouldn't have given her a thumbs up in each one-on-one.
Yes, because every company has their own management strategy. Therefore, what is expected of sales reps, and employees in general, is different. If her manager can't communicate the company's management strategy and expectations, how could she align her work?
I don't work for free, and I expect the sales people to go get money to pay me.
If you meant Cloudflare customers would make heavy use of their services during holiday season, yes -- but nobody deploys that kind of solution _during_ sales, all online retail pre-plans for that months in advance (cloud resources, inventory, security, etc.), so they wouldn't _buy_ those services then.
As far as I'm aware, evidence of good performance could be used to strengthen their case to collect unemployment (if Cloudflare tries to fight Brittany's unemployment claim); it could also be used as evidence in a discrimination lawsuit. But given that Brittany said that many other team members also got invited to 15 minute calls with HR, there's good evidence that CF didn't discriminate, but it's also evidence that this could've been a mass, quiet layoff.
Although it sounds like the simple fact that her clients backed out at the last minute could be enough evidence for poor performance, even if the sales were entirely managed properly before that point.