Vertex, Inc.
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What It's Like to Work at Vertex, Inc.
This page was generated by Built In using publicly available information and AI-based analysis of common questions about the company. It has not been reviewed or approved by the company.
What's it like to work at Vertex, Inc.?
Strengths in flexibility, benefits breadth, and development investment are accompanied by concerns about compensation competitiveness, health plan costs, and leadership consistency. Together, these dynamics suggest a generally positive employer proposition that benefits from role-level diligence on pay, benefits specifics, and team leadership style.
Positive Themes About Vertex, Inc.
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Work-Life Balance: The company operates remote-first with flexible hours and flexible PTO, which supports balancing work and personal needs. Feedback suggests many roles can be managed within standard-length days.
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Benefits & Perks: Total rewards include salary, bonus, RSUs, day-one medical/dental/vision, a competitive 401(k) match, flexible time off, and family support programs. Additional perks like sabbaticals, paid volunteer time, and an ESPP reinforce a well-rounded package.
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Learning & Development: Structured development tracks, mentorship, conferences, tuition support, and extensive learning content indicate strong investment in growth. Feedback suggests employees can access multiple pathways to build skills and advance.
Considerations About Vertex, Inc.
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Low Compensation: Pay is sometimes perceived as below market for certain roles, with claims of being undervalued. Feedback suggests overtime is not always compensated and that ‘employee-owned’ framing may benefit executives more.
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Weak Benefits: Health coverage options are criticized as expensive, particularly high-deductible plans. Feedback suggests benefit details shared during hiring can occasionally be misinformed.
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Leadership Gaps: Some perceive limited appreciation from upper management and uneven management quality, including internal politics and favoritism. Feedback suggests executive focus can skew toward messaging over addressing internal issues, with CEO communications sometimes seen as inauthentic.
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