Intrax reviews

Let's start with compensation. I was underpaid from the beginning, and about 1 to 2 months into the carreer at Intrax my supervisor suggested that I would get promoted once he did. Long story short, they got promoted and I kept the same job title and hourly pay, but I was expected to do more. Essentially, I was doing what my supervisor used to do and picking up the slack, but without an adjusted salary or job title. The Intrax moto: "Let's see how low we can pay our staff without them opting out and when someone resigns from their position or gets promoted, instead of hiring new team members, let's overwork our staff so we can save money and time." My time at Intrax was demoralizing, and I would not recommend working for this company unless you want to be ignored by upper management, underpaid, and underappreciated.

There is a major disconnect between the senior management and the rest of the company. The CEO is holed up in his office and never engages with anyone below senior management - and I mean even saying hello. He is missing an opportunity to make this company be and do so much more. He cuts or changes programs every quarter, which I would have understood or respected more if that actually turned a profit or if he took time to communicate with the staff most directly connected to the meat of the programs. The pay is extremely low for how expensive San Francisco is and how high the job demands are. Many staff (usually the entry level and mid level professionals) do the jobs of 2-3 others but their pay does not reflect that. Intrax stretches its employees thin and that's why the turnover rate is so high. In 1 year at HQ you could be happy to recognize 15 of the 70-100 employees because so many people leave or are fired or let go per year. Morale is low because of this. Hiring new staff every quarter decreases productivity, which the CEO mistakes for failing programs, so he cuts the programs - which makes it more difficult for everyone to do their jobs well.