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AXS

Engaged Employer

AXS reviews

Money hungry business - doesn't care about their staff - Client Services AXS Employee Review

1.0
Jun 14, 2022
Client services
Recommend
CEO approval
Business Outlook

Pros

Events they produce are top notch. (thanks to buying other companies clients) There is hard working staff. Owned by AEG.

Cons

Management does not care about their staff. They would rather hire outside staff at a much higher pay rate than to bring any current longstanding staff to higher paying roles. Account Manager role is a lie. It is an excuse for Management to hire a friend or colleague at a SIGNIFICANTLY higher salary to do the same work as client services. Zero work life balance. If you try to make any type of balance for yourself you will be fired. ay is NOT sufficient. Employees shouldn't be working 100+ hour work weeks 90% of their year with an 80% travel rate on top of that. What is this job? Do everything, but be paid for nothing? HR does nothing. We received LATE paychecks, difficult to contact for payroll when locked out for months. and does not take harassment claims seriously putting female employees at risk. The Culture is a joke. Listening to the CEO and 3 other people talk each week is not bringing your company closer. Worry about your current staff that got you to where you are - not hiring out of your LA office. VERY male dominated office. If you are a female - trying to make what a male counterpart does and ask for that respect/rate you will be fired. Filled with favoritism. Software is NOT a festival ticketing program and they attempted it as so, without any idea how it would work on-site or for the client. Management who made these decisions (that don't work) make these decisions without thinking about the client or their workers. Their workers are then forced to "figure it out" in very high stressful low paying situations. Your onsite reps should not be the lowest paid people with the expectations of the current role, least knowledgable staff when working with clients. There is no need for a Client Services Implementation and Client Services Teams. They do the same work and always had before being bought out. This caused a negative working culture having some staff get paid more than others, but no expectations were changed for roles.

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AXS Response
2y
Thank you for sharing your feedback with us. We value all input, both positive and negative, as it helps us continuously improve. We're glad to hear that you found our events to be top-notch, and we appreciate your recognition of our hard-working staff. We acknowledge the concerns you've raised regarding management, work-life balance, compensation, HR practices, and company culture. It's disheartening to hear about your experiences, and we regret any instances where you felt undervalued or mistreated. Regarding your comments about management's treatment of staff, compensation practices, and the integrity of certain roles, we apologize for any confusion or frustration caused. We understand the importance of clear communication and fairness in the workplace, and we will take your feedback into consideration as we strive to improve. Your concerns about HR responsiveness, late paychecks, and handling of harassment claims are concerning and not reflective of the standards we aim to uphold. We apologize for any inconvenience or distress caused and will take steps to prevent similar issues in the future. Additionally, we hear your concerns about work-life balance and the demanding nature of certain roles. We recognize the importance of fostering a healthy work environment and will explore ways to better support our employees in achieving a balance between their professional and personal lives. As for your feedback on our company culture, we agree that open communication and transparency are essential for fostering a positive workplace environment. We will take steps to improve communication channels and ensure that all employees feel heard and valued. Finally, we appreciate your suggestions regarding compensation and the need for fair treatment of our employees. We are committed to reviewing our compensation policies and making adjustments as necessary to ensure that our employees are fairly compensated for their hard work and dedication. We genuinely value your input and regret that we were unable to address your concerns while you were with us. If you would like to discuss your experiences further, please feel free to reach out to HR. Thank you again for bringing these issues to our attention. We are committed to learning from your feedback and creating a better work environment for our current and future employees.

Explore other reviews about AXS

5.0
Dec 19, 2025
Content writer
Recommend
CEO approval
Business Outlook

Pros

flexible schedule and great perks

Cons

There are no cons at all.

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AXS Response
5mo
Thank you for sharing your experience and for being part of the AXS team. We’re glad to hear that the flexibility, benefits, and overall employee experience have been positive for you. Creating an environment where employees feel supported, valued, and able to balance their work with life outside the office is something we continue to prioritize as we grow. Feedback like yours helps reinforce what’s working well and motivates us to keep investing in programs, perks, and opportunities that support our teams. We appreciate everything you contribute and are glad to have you with us at AXS.
2.0
Apr 10, 2026
Anonymous employee
Recommend
CEO approval
Business Outlook

Pros

- Ability to say you work in entertainment - Fairly relaxed hours - Easy work - Perks such as free festival tickets - Recruiters are stellar

Cons

- Strict 4-5 days a week in-office in a half-finished office in DTLA - Company is privately held, so there's next to no accountability for good financial / sales performance. As such, their sales team is shockingly bad and they lean more on their association with AEG than anything with their product - Tech / brand feels outdated, talent is extremely poor, industry best practices are nonexistent - This is largely because the pay is insanely low, even for LA - Poor management who has stayed in their job too long and refuses to manage, thus allowing disorder within teams - Cliquish culture, again largely because people aren't focused on doing their jobs

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