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Flexential

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Flexential reviews

I formally great company that has been lost in the deluge of corporate acquisition - Taa Flexential Employee Review

3.0
Aug 2, 2019
Taa
Recommend
CEO approval
Business Outlook

Pros

After the company acquisition I'm honestly struggling to name some pros. Hopefully they will sell the company soon and a new company will manage it better but considering how much they paid for Viawest, no one is going to want to buy it for more.

Cons

Employees have been pushed to the way side in order to make the company look good for resale. Peak10 and their investors overpaid for the company in order to merge two corporate giants and the result is cost cutting at every turn. A side note is that Viawest was the much larger datacenter company and Peak10 was the smaller one that was only a cloud/hosting company. Upper management has no idea what their doing and it shows in every aspect of the job from implementing new things to pulling out old things; mistakes left and right. The small fish telling the big fish what to do. People have left in droves from HR managers to supervisors to the lowest level staff. I've stuck around because the job is local for me so the commute is easy. The attitude is, if you don't like it, go somewhere else. On the other side, awful employees cannot be fired even if they try but that's probably a local management issue. Off-site, non-local HR is cherry picking applicants from their resume only and focusing on diversity to make the company look good on paper, resulting in worthless, incompetent, lazy and inexperienced staff who can't even show up to work on time and go unpunished. The management/supervisors are told who to hire. They have little say. Equal pay is a large issue(for me and for a large number of the TAA staff) and management is literally shrugging their shoulders at me telling me there isn't anything they can do. They're unwilling to fight for us. There is nowhere to move up in the company. Unless someone gets fired or quits, there is no opportunity for growth. I've been trying for years to get some kind of career path going with my supervisor and I'm either ignored or told they're working on it.

avatar
Flexential Response
6y
Thank you for sharing your thoughts with us. Our managers are fully empowered to select candidates based on their qualifications to perform the duties of the jobs on their team, while welcoming and embracing the uniqueness of each and every employee. We strive to create an environment where everyone feels welcome and comfortable to be who they are. At the same time, we encourage you to have dialogue with your management structure about frustrations you may be experiencing in the workplace. We are also very excited about our Career Planning Program, which is in it's second year and supports conversation between you and your manager to discuss and plot out your future. Additionally, our Learning & Development team is actively engaged in work to help outline skills matrices that will provide a very clear set of expectations for future growth in your career. We look forward to seeing how this will positive impact you and your teammates.

Explore other reviews about Flexential

5.0
Jul 1, 2026
Chief operating officer
Recommend
CEO approval
Business Outlook

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
Business Outlook

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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