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Flexential

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Flexential reviews

Great Place to work. If you're willing to take risks... - Anonymous employee Flexential Employee Review

5.0
Nov 24, 2016
Anonymous employee
Recommend
CEO approval
Business Outlook

Pros

I have had the opportunity to be in both sales and operations at Peak 10 and it was an eye opening experience. Since coming to Peak 10 4 years ago my skill set has increased ten fold. Management is very forgiving and patient. They are not ones to fire people right away and give people fair chances and when an employee messes up they view it as a coaching opportunity which is a very great thing. The technology is good and is getting better. If you're in operations there are many positions to move into. The same can be said with the sales side of the house. If you're not willing to seize the moment and move into a new position when it appears then Peak 10 can be a frustrating place to work. But there are positions to move into as long as you're willing to get out of your comfort zone. You will touch a variety of different technologies on a daily basis so this place is a major resume booster. If you like VMware and Networking or what to get experience in both then this is the place for you.

Cons

There is a severe lack of training on the sales side out of the house. Just like in operations, you are thrown into the fire and are given a have at it experience. The only training comes from the local market and you better hope the leaders know Peak 10 and are good teachers for the sales reps. Otherwise it can be a long experience getting familiar with all the ins and outs of Peak 10. Some of the leadership does not have the slightest clue about sales and are more operations minded. Many times their "new offerings" price us out of a win right from the get go. I guess the biggest con I can think of is the complete and utter lack of training. There should be quarterly summits that focus around how to bring in new business that encompass things like cold calling, closing, and the whole sales process. Training webexes on how valuable our carrier cross connects are is not the answer to bringing in new business. Lastly, you get what you pay for. Sometimes Peak 10 loses people due to not paying them enough and then these reps run off to the competition because they pay more. Like the old saying goes: You truly get what you pay for.

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Flexential Response
9y
Thanks for the balanced feedback on your career experience at Peak 10. I'm glad you've found your assignments challenging and more importantly, that you've found your manager(s) to be supportive! We are committed to dynamic feedback and we believe in offering challenging assignments to our employees. With regard to our training programs, we are still progressing on our journey to offer more formalized training opportunities. With regard to sales training, our VP, Sales Operations is revamping the current sales offering (Sales Jump Start) to offer more topics as well as more testing for comprehension. In addition, we did just launch the STP program (Sales Pit Stop) in an effort to offer the sales force a continued training opportunity. Stay tuned for news about the new, very much improved training program. This information will be disseminated at the 2017 Sales Kick Off.

Explore other reviews about Flexential

5.0
Jul 1, 2026
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Pros

Amazing culture, strong leadership, great customer base.

Cons

not many, amazing company, Lots of change

3.0
Mar 16, 2026
Data entry
Recommend
CEO approval
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Pros

Flexibility with work life balance Really talented and fun coworkers. Direct upper management great with helping pursue your goals and gathering everyone together to make your job feel like you are in fact a part of a team. This made work enjoyable even when aggravated by other things.

Cons

Compensation and recognition don't match performance. Despite consistent 5-star reviews and going above-and-beyond (taking on extra projects beyond my pay grade), raises were minimal (e.g., 0.9% after a strong first year) and promotions were seemingly gifted on favoritism over performance. Higher leadership (SVPs/L1s) showed limited follow-through on innovative internal projects—e.g., we built data solutions that outperformed enterprise third-party solutions, but they were shelved with only vague "good job" responses and no real investment. L1 attempted to enforce a new corporate policy of flexwork on people living nearly 75 miles away from the nearest corporate satellite office to show. My employment contract did not state I needed to be hybrid yet they enforced it on me even when I didn't have a car and my nearest team member was 3 states over. Policy was dropped after 6 or so months. As a PE-owned company, resources seem heavily directed toward infrastructure expansion (new data centers) rather than employee rewards or reinvestment in existing systems. This leads to frustration when teams outperform but see little financial upside. DCIM and data infrastructure feel under-resourced—limited data engineers, poor visibility into key datasets, infrequent health checks, and surveillance gaps create risks for outages and long-term reliability.

4
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