Rex: elevating tech careers! - Senior Software Engineer rex Employee Review

1.0
Nov 15, 2021
Recommend
CEO approval
Business Outlook

Pros

We’ll pay you... eventually! No but seriously we own property across the country and have large bank accounts. We promise!

Cons

Do you enjoy huge egos, exploitative leadership, and social Darwinism?? Rex might be the perfect fit for you! Let’s walk through your future career at Rex! Onboarding: while sending hundreds of canned LinkedIn messages is a top priority having an actual interview process is NOT. We expect you to “demonstrate initiative” by coordinating all your own interviewers! Part of the challenge is figuring out who wont ghost you for more “important meetings,” respect prevents us from achieving our highest value of “speed at any cost.” pro tip: We “refresh” our recruiting team weekly so be sure you keep your eyes on the LinkedIn page to know who’s made the cut this week! Your first day: remember the olden days where companies provided equipment to their employees, not us! We let you spend your own money on those! Laptops, chairs, functional internet, and access credentials are our first test of your true grit. We believe the strongest players can overcome all obstacles! Be prepared to beg, borrow, and steal your way to success!! Your first week: Collaboration is dead, long live survival of the fittest! We believe in everyone for themselves! We’ll have you onboard the manager who’ll eventually undermine your accomplishments, sabotage your achievements, and inevitably replace you with someone more exploitable! Weekly check-ins: Remember those pesky performance reviews! We do things differently! We lie to your face at weekly check-in’s. We want only the best and know that the highest performers will succeed under any adverse condition. Your last day: after having worked 3 weeks straight of 14 hour day’s with little sleep. You’ll receive “the call,” this is our final opportunity to demonstrate our true values. We’ll inform you of your graduation into the ranks of our numerous accomplished alumni, which we affectionately to refer to as “Rex-exers” Rex wants you! So if your lack of any integrity resonates with these values we can’t wait for you to “invent the future” with us by elevating your humanity! You may be the final straw we’ve been needing to finally collapse our entire house of cards! Talk soon!

Explore other reviews about rex

5.0
May 8, 2026
Recommend
CEO approval
Business Outlook

Pros

Mission-Driven, Not Just Marketing: Most companies have values on a wall, but here, we actually live them. We dedicate real company time to dissecting our mission and discussing how it impacts our daily work. It’s raw, honest, and better than any culture I’ve experienced elsewhere. Meritocracy: There is massive opportunity from tech and ops to investments within real estate. The company genuinely invests in employee development and rewards you based on your production, output and potential, not just what’s on your resume. The Invictus Mentality: We are relentless. The environment is high-performance; we take our lumps, learn from them, and keep moving forward. It’s a culture of winning.

Cons

High Intensity: The "Invictus" mindset isn't for everyone. If you aren't comfortable with a fast-paced environment where you're expected to learn quickly from setbacks, you might find the pace challenging.

1.0
Apr 21, 2026
Recommend
CEO approval
Business Outlook

Pros

Flexible work from home environment

Cons

- Despite being positioned as a tech company, the organization operates primarily as a real estate company with very limited understanding of how to build and sell a tech product. The product itself is not market ready and BDRs are set up to fail from the start. - Leadership is highly micromanaging and deflects blame downward when results don't materialize, rather than acknowledging fundamental product and market fit issues. - Performance expectations were not clearly defined or communicated in writing during onboarding. Targets appeared to shift retroactively. - There appears to be a pattern of hiring BDRs with promises of growth and commission, then terminating around the 90 day mark when the product fails to generate interest — regardless of individual effort. - Resources provided to do the job were extremely limited. When concerns were raised, the response was essentially to figure it out independently. - No formal review process or structured feedback before termination. Issues were raised for the first time at or near the point of firing. - Compensation structure including guaranteed commission was not handled transparently after separation.

3
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