Pax8 reviews

Over time, the experience changed. I witnessed favoritism, nepotism, and a growing level of bureaucracy within the finance org. Despite voicing interest in helping with new initiatives and showing a track record of strong performance, my contributions were increasingly overlooked. There was little transparency or feedback on how to advance—especially when compared to others I had personally hired and mentored, who were offered opportunities I was not. When I returned from parental leave, I did not return to the same or an equivalent role, which is a protected right under the Family and Medical Leave Act (FMLA). The employee who had temporarily covered my work was promoted to my title shortly after my return. Over the next several months, I was gradually phased out with fewer responsibilities until my position was ultimately eliminated. This experience caused significant emotional distress and raised serious concerns about how parental leave and reintegration are handled—especially at a company that outwardly promotes being people-first. This pattern, in my view, reflected an unfair employment practice. It has prompted me to speak up—not to disparage—but to help the company reflect on how such decisions affect retention, equity, and the trust of working parents. Job Seekers: Pax8 may offer early-career growth opportunities, but based on my experience, I cannot recommend the company—especially to working parents or those seeking a fair and merit-based environment. If you're considering a role here, ask direct questions about how parental leave, promotions, and employee support are handled. Culture is more than branding—it’s how people are treated when no one’s watching.

That I haven’t started in the company earlier in my career.