software engineer

sales associate

project manager

senior manager

retail sales associate

Bell

Hey everyone :)

If you're reading this then you're probably looking to start working for for them.

I'll give you an incite to what its like as a New Hire Technician;

You'll do your interview at one of the work centers and they'll ask you why you think that you'll be a good technician, then probably get you to distinguish a certain color cable from the 25 pair cable. If successful you'll be offered employment. 

Once offered employment, you'll start your training which will more than likely be on the copper network which will last approx 2 week. 

Upon completion of your training you'll be "thrown out to the wolves" and will start working solo from that day. 

Starting wage depending on experience will be approx $15-16/hr

$1 wage increase every 1040 hours 

You can expect during the winter to work 8-48 hours/week and during the summer 40-48 hours per week. 

Company cellphone,vehicle,uniform and tools are all provided free of charge.

The job is self is fairly easy, however you must not be afraid of heights and not afraid of social interaction. EVERYDAY! you'll be meeting new people and depending on the dispatch area you'll probably be climbing up to 28ft in the air every day.

At the start you'll be very stressed out because you'll work significantly slower than experienced techs but don't worry... you'll get better. A lot of guys will make managers sound like bad guys but they're going to be a great resource for you to help you grow. 

Once you've successfully past you 6 month and your manager think you'll be an asset to the company you'll complete your probation. 

Congrats, you're technically not a New Hire anymore!

Once you get to this stage you'll start to realize some things such as;

1) The company and managers will literally treat you as a number since you're "experienced" now and should always be delivering high job efficiency and rework. ( rework is when a customer calls back in within 7 days of you being there )

2) absolutely 0 work/life balance ( this WILL NOT change until you've reached full-time, which could take YEARS! ) ( You'll be working every weekend until you're full-time... I'm not joking )

3) The job gets easier with your experience but you'll learn new things everyday!

Now for my 2 cents on things you should really know;

- The managers really do treat you as a number.. no joke.. but at the start they WILL be a good resource for you to learn.

- The Vehicles you'll drive will be "pool" vehicles so you'll drive a new one every day and will have to spend 20 minutes cleaning the vehicle every day. ( people are slobs ). After you're there for a bit you might get a "primed" vehicle which means you'll drive that every day.

- Seriously 0 work/life balance, you're schedule can change for the next day up to 7pm that night. EVEN IF YOU WERE SCHEDULED OFF THAT DAY!!

- Expect to work loads of overtime in the spring/summer/fall and in winter you could work as little as 8 hours every 2 weeks depending on work. ( full timers are guaranteed a certain amount of hours )

Summary; 

If you like working loads of overtime while spending the majority of your shift outside and meeting new people then this could be the job for you. A lot of these reviews on here are true... the company can be a nightmare to work for.. however you get out what you put in. If you work hard for your manager he will treat you good.

Sounds dumb.. but it's true.

Remember guys if you decide to work for this company don't be afraid to ask for help.. nobody will turn you down. NOBODY!

I spent like an hour typing this out for you guys, ENJOY!

On a regular day, it was important to help customers and go above and beyond, while meeting the requirements within the workplace (i.e. average call handle time, average calls per hour, multiple monthly QA scores). As I was working in the head office, there were many managers and supervisors, and we had the ability to go visit different departments to see if they were busy or could handle cases for you to call customers back (which isn't typical at most of the other Virgin Mobile call centres). That being said, I was able to handle many different cases that would normally end up being sent off to another department (e.g. Technical support, Billing, and Solutions).
I learned to handle a lot of situations that I normally wouldn't deal with. I learned how to negotiate and retain customers. I also learned how to subtly up-sell, in a sense, when extending & renewing contracts and selling devices.

The people I worked with were a dynamic group of generally young and young-spirited people. It was very easy to get information and help from fellow coworkers and Team Leads, and I would also help others all the time.

There were quite a few management issues, and they became apparent once having been there for a few months. As Bell had recently bought Virgin Mobile, there were a lot of issues with past cases and old systems that didn't work properly. There were a lot of jobs that were being changed on a daily basis, for example, a lot of the training changed from in-person to computer training, and CSRs would often often misinterpret or not understand certain policies or promotions at all.
Our HR team could no longer be contacted directly, and we'd have to call in to a stranger at a call centre to speak about our work place, hours, pay, etc.
Scheduling also became much harder, as they made everything computerized and we could no longer see which employees were working which shifts to facilitate trading shifts, and which also caused many errors in paycheques.
There were days when we'd be flooded with calls that we could not handle, because management would underestimate how many people were needed during certain hours.
Since leaving Virgin, most of the managers have been let go, and many CSRs.
It seems a lot of changes needed to be made, and they were being made too drastically and the call centre lost its stability.

The most enjoyable part of the job was definitely the atmosphere. The employees were always cheery, we were all close friends. Everybody got along well. We all tried to help one another, and we all genuinely cared about keeping our customers happy. Even when we were extremely busy, or had extremely difficult situations, we would always make the best of every situation, and did our best and everyone on the floor would be more than willing to help.

Working at Bell was probably one of my best experiences as a field sales representative - the people there were very friendly and chill. The pay was ok, for example, minimum wage + monthly car allowance + commission. The way the commission was structured was definitely for the benefit of the company. It was tier based commission. I.E. IF you get this many activation in a week, you get this much commission - you can also stack commission from previous week sales to the following week if you were smart about it.  Incentives were ok, too. Incentives happen every month but are very random. They always have incentives for holidays, and it's very lucrative but restrictive, too. Having a proper sales funnel was the most difficult part of the job. Some great things about working here is that you get a working iPhone 4, 4S, or 5c, you get branded clothing, and an ID badge to work in the field. The cafeteria at the head office was nice - pool table, FIBE TV lounges, Jitz (Foozball), Table Hockey, etc. A lot of nice looking ladies, too - another great benefit ^.^

Management, though, is all over the place - for my team, our manager was barely there. During my experience at Bell, I had 4 different managers for our team within 8 months, which is INSANE. There is so much red tape involving what we can or cannot do as a field sales rep - for example, we CANNOT post promotions or deals online about what Bell is providing atm. The politics and legal policies there is INSANE because Bell is a huge company after all (3rd most known company in Canada - 135 years in the making). 

My co-workers were awesome, fun to be around and to work with as well. Very intelligent individuals. I would also heed that avoid those co-workers who are negative and don't do their work - it can be infectious so avoid them at all costs. Door-to-Door sales is extremely difficult, and only for those who CHOOSE to be in it and willing to go through all the difficulties and obstacles of it. 

I learned a lot about myself while I was working for Bell as a Field Sales Representative, for example, I noticed myself being too dependent on other people just to get work done. I literally had to force myself to separate from the group and work on my own for a month. But that was my own issue I had to deal with and I did. Emotionally, the job was difficult, but you get better and better as LONG as you're willing to learn and grow through the job. My biggest learning experience was that if you focus on the results you won't produce any, but if you are driven by results and focus on the process (enjoy selling, talking to people, building relationships) there is no limit to your potential in sales.

Bell is not a bad company to work for. The culture is strong, the organization is well structured, and there is definitely a specific person/place for any concern. In the right region, you will have great opportunities for advancement. And if you’re lucky, you’ll have a manager who is invested in your development.

On the negative side, the base salary for all positions is very low—plan your budget around this. The variable pay (commissions, manager bonuses called “SIP”) can be extremely lucrative, but hard to achieve. If you excel and beat your targets, you will double your salary easily. But if you merely attain your targets, or don’t make them, be prepared for a financial reality check. In addition, opportunities for advancement are very much limited to Ontario/Quebec. The other regions are dominated by people who have settled in for life. Advancement outside of central Canada only occurs when someone dies or retires, and then watch out—the whole company structure will change rapidly as the talented clamber for promotions. 

Lastly, the company structure for sales attainment is centred around a dying model—home services, or “BRS”. This is the end all and be all of sales targets. You make the most money, but are constantly fighting for the same customers who left Bell 3-4 months ago for a better deal. If you are the type of person that can de-escalate an angry customer, you will do well.

Internally, support for employees is phenomenal. The benefits package is unreal and no one can beat it. However, you will learn to dread any phone call to “customer service” or our internal support channel, “NCS.” Both departments are useless and motivated solely by bouncing calls around until you give up. Our internal escalations line has a recording that says “if the wait is greater than 30 seconds, apologize and cold transfer billing and porting issues, but warm transfer complaints and escalated issues.” This should give you an idea of what experience you will have with “customer service.”

On the whole, Bell is not a bad company to work for. You will develop a massive amount of transferable skills to take to a new employer eventually. On the negative side, it might destroy your mental health to stick it out that long.

Great opportunity to learn new technical skills and interact with the general public by installing and repairing TV, internet & phone services. All tools, equipment and training are provided by the company. Because this is a unionized work place, pay and schedules for new technicians can be challenging. However, this improves in time with advantages afforded to those who have been working for the company longer. All technicians start out as part-time employees put can progress to full-time employment within approximately five years depending on the location and turnover of work place. Bell focuses on the bottom line (making as much money as possible for Bell) which for shareholders is great but for employees and customers can be infuriating. Continual "micro- managing" is in place, with technicians being monitored in every aspect of the job with GPS is installed in every work vehicle and monitoring of almost anything that can be monitored. Technicians are expected to adhere to impossible targets relating to the installation time allocated for each job which can sometimes result in poorly installed jobs or jobs not completed at all, depending on the experience and integrity of the technician performing the task. Technicians are sometimes forced to seek assistance from overseas call centres and are expected to wait on hold indefinitely with an agent who may not necessarily speak or understand the Canadian English language (which for a leading communications company is absurd).  Organization between departments can be frustrating with the left hand not knowing what the right hand is doing. In the eight years that I worked as a BTS technician, I encountered a number of managers ranging from the genuine and supportive to the controlling and demanding tyrant. A very difficult place to advance due mainly to the clique culture. Work life balance can be difficult due to the fact that work schedules can be changed at the last minute with technicians being forced to work on a planned day off. On the flip side there is lots of overtime available and great comaraderie exists between technicians. Overall, Bell is a good place to work if one is prepared to put in the hard work and effort to stick around.

As a Bell Technician :
I was working in a Bell Laboratory named Test Centre xDSL/Voice / VoIP /Escalation /Residential /Business as a technician and coach.
-	Diagnosed technical and business related problems encountered by clients and    proposed solutions with detailed actions
-	Solving DSL internet troubles 
-	Gathered informations to understand customer’s issues
-	Investigated and analyzed escalated problems to determine their cause
-	Creating Processes with Visio Software
-	Developed solutions to resolve escaladed problems encountered by irate customers
-	Explained and educated customers on steps to follow to rectify problems
-	Support the Field service Technicians on the road to troubleshoot any problem or outage.
-	Supporting other technician when they have questions and provide training (Coaching)
-	Creating Process to follow
-	Testing the Quality of the DSL Services per area
-	Find Anomalies on new projects
-	Doing Trial Tests on new projects
-	Detected various workloads tickets not capture by the system
-	Informing all the department related of any outages
-	In charge of any High Level Escalation
-	Follow up with all stakeholders to resolve any troubles
-	Delivering Training to student or any level technician of the department (175 employees)

As a Bell Network Architect:
I was working in the laboratory of Bell for the IPTV Television Department.

-	Lab and Production automatisation (Macros Implementation)
-	Set-Top-box Customization Environment with Microsoft Mediaroom
-	Interactive Television (iTv) 
-	Prepared time lines and ensured quality control 
-	Identified areas of continuous Improvement by using different Quality Control Techniques
-	Developed problem solving guidelines and engaged in technical support (For teams of   100+ employees)
-	Creating Performance Reports
-	Creating Guide for marketing and operational departments
-	Quality testing of future set-top-box before they are sold in the market
-	Participate to daily conference the environment of the laboratory
-	Analyzing the elements in the laboratory with SQL
-	Monitoring all the systems and creating manuals (guide) 

President & Manager				   	     2009-2010
Institut JMC Inc. (Private school)
Trained people in nursing assistance, Secretariat Program, Hiring, Events and dance lessons.
I

Working at Bell Canada in outdoor sales can be a highly rewarding experience for several reasons. Here are a few aspects that make it appealing:

Dynamic Work Environment: Outdoor sales offer a break from the monotony of a typical office job. You get to meet new people every day, which keeps the job exciting and engaging. The dynamic nature of the role can help you develop strong interpersonal and communication skills.

Independence and Flexibility: Outdoor sales positions often come with a degree of autonomy. You have the flexibility to manage your schedule and strategize your approach, which can be empowering and allow you to develop time management skills.

Performance-Based Rewards: Bell Canada likely offers a commission-based structure, which means your earnings can directly reflect your efforts and achievements. This can be highly motivating for individuals who thrive on setting and reaching personal goals.

Career Growth Opportunities: Bell Canada is a large and reputable company, which can provide ample opportunities for career advancement. Excelling in an outdoor sales role can open doors to higher positions within the company.

Training and Support: Bell Canada invests in its employees by providing comprehensive training programs. This ensures that you have the knowledge and tools necessary to succeed in your role. Ongoing support and development opportunities can also help you continuously improve and stay updated with the latest sales techniques and product offerings.

Company Reputation: Representing a well-known and respected brand like Bell Canada can make your job easier. Customers are more likely to be receptive when they recognize and trust the company you're representing.

Team Environment: Despite the independence of outdoor sales, you are still part of a team. Collaborating with colleagues, sharing strategies, and celebrating successes together can create a supportive and motivating work environment.

Overall, working at Bell Canada in outdoor sales can provide a fulfilling and prosperous career for those who enjoy interacting with people, appreciate flexibility, and are driven by performance-based rewards.


When I started at Bell in 2022, it was one of the best jobs I ever had. Management cared. The team had each other’s backs. We had the tools and autonomy to do quality work. It felt stable and professional.

Over time, that culture disappeared.

The environment shifted to aggressive micromanagement. Everything became about metrics, numbers, and performance dashboards. Field technicians are treated like production units instead of skilled professionals. Expectations continue to rise while support, stability, and recognition decline. It feels like you are expected to give 120 percent while receiving 80 percent in return.

Field techs work in harsh weather, handle physical risk, and manage complex technical problems under pressure, yet compensation and union advocacy do not reflect that reality. Raises are minimal. Morale is low. Job security feels fragile with ongoing restructuring and repeated layoffs since the pandemic.

What makes it worse is the disconnect between public image and internal culture. The company heavily promotes mental health awareness through campaigns like Bell Let’s Talk, yet internally many employees feel overworked, stressed, and unsupported. From my perspective, the messaging does not match the lived experience. Mental health branding means little if the work environment itself contributes to burnout and anxiety.

Bell once felt like a long-term career. By the end, it felt like a company driven primarily by shareholder optics rather than employee well-being.

This went from one of my best jobs to one of the most disappointing experiences of my career.

Recently left my job working as a Small Business Care Representative for over a year in a call centre. With call centres of course, comes stats & metrics that you must meet. I will list a few of these metrics and how Abel makes it next to impossible to achieve them. 

- Transferring Calls -
Yes, if your transfers are too high... you are penalized for it. Unfortunately... more than often our calls get escalated to supervisors because the customer is not satisfied with what we have to offer. This is beyond our control & we can only deescalate for so long. If they want a supervisor... we need to transfer that call. 

-Cancellations- 
This is where Bell makes it extremely hard. Customer will call in who have been with Bell since the 90’s, are upset. Loyalty gets you NO WHERE with Bell & usually they are calling in because they were made an offer with the competitors that is a great deal. Bell does not care to compete...nor does it do ANYTHING to keep loyal customers onboard. If this customer cancels (& rightfully so)...YOU are penalized. 

- Handle Time- 
You are scored on your average handle times for calls...meaning on average how much time you are spending on calls. Now with the systems Bell uses (SUUUPER out of date)... more than often your system will crash. Multiple times in on go. So what should take about 5 minutes start to finish...now becomes a 30 minute call because Bell CANNOT be bothered to fix their systems. And guess what... that is on YOU. Bell has NO problem ripping off millions of customers every day with ridiculous price increases and what not...so obviously they have money. But where is the money going because your “valued agents” are using unreliable software from the stone ages. 


These are just a FEW of the many issues you will face working with Bell. Bell does not care at all about employees...because they see you as replaceable. You will basically be doing their dirty work & be expected to be verbally abused all day, everyday for this companies careless mistakes.

When you join the staff appoint you a 'buddy' who is a senior associate who works with you for 3 weeks and answers any questions, while assigning your first projects. They regularly check on you to ensure you are meeting deadlines.

We would start with an early group meeting, the designers would have a group critique, we went around the table and shared our ideas and offered suggestions.

It was highly collaborative and we were encouraged to interact with colleagues and often I was asked for help with Adobe software - key shortcuts in Photoshop, how to achieve a certain effect in Illustrator, how to make an interactive PDF.

One thing I learned: how to be a better team player by seeing the needs of the group over my own, always listening to others' suggestions and not being afraid to ask for help.

Another thing I learned: Understand design briefs and work under strict branding rules and take criticism from the senior director, who was known for being very blunt and honest.

The management was very personable and had an open door policy, and would have weekly dialogue meetings where the graphic designers would discuss a topic or learn a new skill, such as proper masking in Photoshop.

The hardest part of the job attending the occasional last minute meeting hosted by the senior director when a conflict arises in a department and he would call upon those persons and hold them accountable. Referred to as "the rain of fire".

Most enjoyable part of the job, being there from 8 am - 5... as late as 10 pm, when our boss would buy us dinner.

Interactive Workshops were held that covered various topics in ethics, such as Conflict Resolution in the workplace.

Top Job Titles	Average salary
Software engineer 15 salaries reported	$91,460 per year
Sales associate 38 salaries reported	$19.97 per hour
Project manager 7 salaries reported	$83,843 per year
Senior manager 10 salaries reported	$112,175 per year
Retail sales associate 3 salaries reported	$48,333 per year

Working at Bell: company overview and reviews

Bell

Bell ratings

Popular jobs at Bell

Salary satisfaction

Job seeker tools

Employer Tools

Browse

Stay Connected