Daxko reviews

- Pay is not competitive in any market in the US - HR actively works against pay transparency and no longer offers jobs in states that require pay to be disclosed on job descriptions - no opportunities for growth - pitiful raises that don't even come close to inflation - Ron Lamb, CEO is arrogant, uncaring and constantly puts his foot in his mouth, then doubles down, even when the other executives try to help him - astronomical employee churn makes effective work impossible and creates constant re-organizations - products are mediocre at best and customers constantly complain, but Daxko refuses to build anything new, Ron would rather buy another company than fix or create anything, then run each new acquisition into the ground - overwork is rampant and tiny teams are expected to produce for a vast portfolio of brands even when management refuses to backfill critical positions, simply redistributing job duties to the remaining team members - recently removed flexible PTO policy, one of the few remaining incentives for joining Daxko - entrenched long-time Daxko employees with big salaries and P-shares (shares that will vest if the company gets sold) are in positions of power and assure low level employees that they can grow and that the executives care about them to keep employees docile and complacent

- Team members do not trust senior leadership for a massive list of reasons. Overall, growth and positioning the company’s balance sheet is now the company’s only priority. - "Strategies" being discussed by some leaders are just for show. The only strategy in 2021 is to create a sales brochure for the shareholders of Daxko. They're not fighting to keep key team members who care about the mission and have decades of industry experience and expertise. - Compensation: Daxko hired a firm to complete a “study” and senior leadership holds onto this expensive report to defend its lack of paying anywhere close to market rate. You can browse open jobs and talk to people who have left for the actual data. They didn’t do merit increases this year and have refused to pay people their agreed-upon pay raises (not the same thing as merit increases). This speaks to the trust point above. - Talent: Like many companies, Daxko chose to lay off many team members when the pandemic began. This exposed a severe lack of talent vision and understanding of modern technology requirements. Specialists we relied on were let go, while team members with no skills or collectively earned respect were retained and put in critical roles. These red flags were raised at the time, received no response, and the units they manage now are struggling as a result. A common scenario is this: a team of qualified leaders being “led” by someone who lacks domain and/or leadership abilities. Our team lead was the least talented member of the team and not a respected leader at all. - Leadership/Lack of Accountability: This will speak to trust more than any other con. One c-level leader lacks the knowledge and integrity to lead any team at Daxko, especially a large organization within the company. He has repeatedly displayed a glaring lack of understanding of current industry trends and even made a sexist comment in front of other senior leaders without any action being taken. This is the largest source of frustration from my POV and has been the primary reason people are leaving this “leader’s” organization in droves (7-8 team members in the same number of weeks).