Pros
You might find a niche of highly motivated and talented team members. The company also seems to be moving toward a remote-first environment.
Cons
Comp and Growth It's transparent that under paying people and managing the resulting churn is the business model. The messaging is "we won't blame you if you leave" which is to say "I will not value you by paying you what you're worth, but I will work you at this level of pay until you inevitably find somewhere else to go." Daxko argues that their comp is fair, but I left to take the exact same job at a different company for a nearly 90% increase in salary. Something doesn’t add up. To combat claims about poor comp, Daxko will cite spot bonuses and loose change programs. These are dangled carrots. I was a top performer on my team. I got a 5 on my performance review during my last year at the company. And neither the company nor my team lead did anything to retain me. Instead, I was told at every turn that I "wouldn't be blamed for leaving.” If you see anyone growing through the org quickly, it's because of churn. Getting promoted for good work is only available for a select few. I wish for the sake of my teammates who are still at Daxko that the company would stop making excuses about comp, stop touting that they care about their people and pay a fair base salary for the work they are asking for. Culture The company's approach to culture and "common values" is top-down megaphone wielding with no accountability. There's an "us SLT vs you employees" sentiment. The leadership team rules from ivory towers. Daxko purports that their "biggest assets go home at night," but there is blatant disregard for the best interest of team members. If you want to feel respected at work, you should look elsewhere. Upon leaving, I was denied the opportunity to access a meaningful forum to express my feedback. The people team used to conduct exit interviews on Zoom to collect feedback when anyone left the company, but they started using a survey instead. I was told that the volume of people leaving Daxko made it impossible to conduct these exit interviews, which speaks for itself. It broke my heart to leave some of the people I know and love on the team in the current state of the company. Operations / Organization In my functional org, we effectively had no senior leader for the 2 years I worked there. I was told that our then-VP of the org was our "defacto leader" and when they inevitably left, their departure was catastrophic for the team, because they were never replaced. The company is scattered and reactive. We were constantly scrambling to push last minute initiatives, put out fires, and make up for lost ground. SLT prioritizes bandaid solutions to deeply structural problems instead of committing to eradicating problems at their core. We were tragically behind goal in all areas of the org last year, and we were constantly asked to "get creative." There is simply no incentive to do more than the "status quo" because the company incentivizes mediocrity.