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Flexential

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Flexential reviews

If you're looking at working here in any job, keep on looking - Operations Flexential Employee Review

1.0
Feb 21, 2022
Operations
Recommend
CEO approval
Business Outlook

Pros

Unlimited PTO is pretty much the only thing they have going right now. But it's more and more common to see in the IT world, so less and less unique. It doesn't matter anyway because they refuse to hire enough people at appropriate wages so, if you take your unlimited PTO, you're screwing over all your co-workers who have to work overtime and double shifts just so you actually use those benefits.

Cons

If you're looking for a job here, look everywhere else first. If you accept anyway, plan on being here a year or less. Upper management's heads are so far up their rears they're starting to see daylight again. They are so disconnected from the people who actually do the work and create value for the company it's not even funny anymore. They know they have serious issues with retention and pay. They've have for years, and they don't give a crap. All they care about is if they can tell investors how fast we're growing. Amidst record profits and growth the last few years, they want to build 15 new datacenters across the US when they can't afford (or more accurately don't want to) to appropriately staff, pay and retain people in the DCs they already have. Their turnover in corporate is insane, I know cause I work closely with one of the guy who gets dozens of user account enables/ disables every week. Whoever you called to get something done? Well its a different person a week later. The data center techs and service support folks are all flocking out as fast as they can, and HR can't replace them. Two of them tried so hard to no avail they quit too. I wonder if Chris and the VPs will answer the phone when customers call, 'cause pretty soon here it won't be Service Support or the on-site staff. They'll be at competitors and customer getting paid double what they did here for the same work. They've had a slow brain drain for years since the merger, now it's full on hemorrhage. Seems the only level that DOESN'T have crazy turnover is the VP level and up. So if BS rolls downhill, I guess that's where the pile of manure starts huh...

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Flexential Response
4y
Thanks for the feedback and taking the time to leave a review. We’re glad you appreciate the unlimited PTO, it’s an awesome perk here at Flexential! Flexential has prioritized resources in 2022 to ensure we are using the best data and technology to assess our compensation market competitiveness, retain our top talent, and align to our performance-based culture. We absolutely know we still have work to do regarding some areas of our total rewards, yet we are proud that in these difficult COVID impacted years we were still able to pay out bonuses, move forward with merit increases, and fill 1/3 of our open positions with internal promotions. We remain focused on providing growth opportunities and fostering a culture that continues to increase our employee engagement. As CEO, I have one goal — to make Flexential the best it can be. I learn from every challenge, every mistake, and every review. I endeavor every day to do better, so I appreciate you taking the time to share your thoughts. Thank you for your three plus years of contribution at Flexential. -Chris

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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