Utter Nonsense. Incompetent Senior Management - Business Manager Flexport Employee Review

1.0
Feb 20, 2024
Recommend
CEO approval
Business Outlook

Pros

work life balance. big team.

Cons

Ryan Petersen's decision to hire Dave Clark was a devastating blow to the entire company. The reckless expenditure of funds rendered the organization financially unsustainable, leading to a wave of massive layoffs. This ill-advised decision resulted in a prolonged period of failure, during which no progress or improvements were made. The year 2023 proved to be an utter waste. Not a single meaningful action was taken to enhance the company's performance. Under the abysmal management of the previous CEO and their team, the entire organization experienced a severe decline. The Asia office was particularly chaotic, resembling nothing short of a circus. Numerous individuals within the company failed to fulfill their responsibilities, contributing to the overall stagnation. The sales team's inability to meet even the most basic targets demonstrated their sheer incompetence. Their woeful performance directly hindered any possibility of growth. The management, rather than addressing the company's challenges effectively, resorted to ineffective micromanagement and embarked on a failed attempt at restructuring.

Explore other reviews about Flexport

5.0
May 31, 2026
Recommend
CEO approval
Business Outlook

Pros

- CEO is actually inspiring and interesting - Market leading tech and service - comp is better than traditional logistics companies

Cons

Work/life balance could be better. Being on a path to regular promotion means serious workloads.

1.0
Jul 6, 2026
Recommend
CEO approval
Business Outlook

Pros

The compensation was strong and competitive, and it was consistently the best part of the job. If your priority is pay in the near term, that piece delivered.

Cons

I struggled with the lack of stability. It rarely felt like the ground was solid, and that uncertainty was hard to sit with over time. Return-to-office expectations seemed to change more than once, and I personally didn't find the reasoning behind those shifts clear. It was hard to plan around. I also found the performance review process difficult to trust. In my experience the outcomes didn't always seem to line up with the actual work, which made it hard to feel like I knew where I stood or how to grow. There was A LOT of turnover in leadership during my time there. With direction changing frequently, it often felt like priorities were in flux, which made it next to impossible to stay oriented.

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