Rough Roads Ahead - Channel Manager Fortinet Employee Review

3.0
Feb 3, 2024
Recommend
Business Outlook

Pros

Overall well branded with a strong portfolio and Fabric strategy. Trying to pivot to address SASE and SecOps from a reliance on firewalls/network security. People on the sales side that were there the last several years have made some good money

Cons

Lots of internal org changes including some leadership. Weak channel leadership and unnecessary internal channel conflict. Deal protection for partners is <10% , with vague rules of engagement that leave partners with little recourse and low profitability. Little in the way of formal career development or growth opportunities. In fact I didn’t even have a formal annual review in my tenure. Inspection and micromanagement has increased as growth has slowed. Giant marketing teams that hold the purse strings, with questionable measurable impact and understanding of the channel business needs.

Explore other reviews about Fortinet

5.0
Jun 16, 2026
Recommend
Business Outlook

Pros

Great work life balance. Interesting projects

Cons

Internal tools are lacking compared to other places

5.0
Jun 15, 2026
Recommend
Business Outlook

Pros

- On target OTE and uncapped commissions - Great overall work culture - A lot of cool Field marketing events - Ability to expense dinners, entertainment, gifts for clients - Great company vision and a broad security fabric portfolio with several third party validations for a well-known cybersecurity brand makes it easy to sell and be successful.

Cons

- New business quotas are the same for every seller at least on my team, who all have very different territories, some with more white space heavy accounts that can be much more challenging to hit quota compared to other territories. Quotas went up by 20% from previous year. - Too many internal systems to navigate - processes and sales enablement tools could be more efficient - You can be the top performer in your US sales segment, and still not make it to President's Club because of the way it's structured - competing against different segments and only top 3-4% get to go each year. Rewarding top performers in general is an area needing improvement in my opinion.

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