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The Vertex Companies

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Below average company - Project Manager The Vertex Companies Employee Review

2.0
Jul 30, 2019
Recommend
CEO approval
Business Outlook

Pros

Decent benefits, ESOP, PTO, paid holidays, and great opportunity to travel.

Cons

"Work 50 to bill 40" is the unwritten slogan. Work/life balance is difficult to maintain. Expectations are astronomical and employees are constantly reminded that they should be doing more. Low periods in workload usually make for a hostile work environment between supervisors and employees, but it's not the employees role to bring in clients/projects.

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The Vertex Companies Response
6y
Thank you for your feedback, we take our employee's concerns very seriously. It's great to hear you enjoy the benefits and the opportunity to travel, but work volume and distribution of projects is an issue we're working hard to address. I'm also happy to report we have just rolled out a new on-boarding platform offering our managers the systems and support they need to give new hires a thoughtful and fully integrated on-boarding experience. Over the coming weeks/months we hope you'll see the results of all our efforts...let us know how we're doing!

Explore other reviews about The Vertex Companies

5.0
Feb 4, 2025
Recommend
CEO approval
Business Outlook

Pros

Great people, meaningful services to clients

Cons

I have no negative things about company

2.0
Apr 20, 2026
Anonymous employee
Recommend
CEO approval
Business Outlook

Pros

Remote work, revised PTO and benefits recently.

Cons

The Vertex Companies talks a lot about performance-based pay, but the follow-through isn’t there. I exceeded expectations, had strong client relationships, and solid support from leadership—yet the merit increase felt like a slap in the face. When you’re told compensation is tied to performance but see little difference between average and high performers, it raises real concerns about how employees are valued. The company appears far more focused on protecting margins and pleasing shareholders than rewarding the people driving the work. It’s disappointing, because strong performance should be recognized in a meaningful way—not minimized.

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