Leadership only Cares about profit. Not People. - Anonymous employee RapidScale Employee Review

2.0
25 Sept 2025
Anonymous employee
Recommend
CEO approval
Business outlook

Pros

Right now, there are none.

Cons

We‘re bleeding cash. Leadership doesn’t care about people, you can tell by the attrition rate. They want to have speed but they don’t put the process in place. Too much change, not enough change management. It’s getting ridiculous.

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RapidScale Response
7mo
We acknowledge and thank you for your feedback. We value openness and are proud of our employee engagement, so we really appreciate you writing this review and pointing out areas in which we can improve. We'll pass your feedback on to our leadership team on the ground - they are always looking to improve our culture and our employees' experience at Cox. Thank you for doing your part in helping our company reach its full potential.

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5.0
13 Apr 2026
Anonymous employee
Recommend
CEO approval
Business outlook

Pros

Business is growing and future is bright.

Cons

There is alot of change due to growth.

4.0
28 Apr 2026
Recommend
CEO approval
Business outlook

Pros

From day one I was treated as a real contributor rather than just an intern. I had genuine hands-on exposure to enterprise cloud environments supporting actual clients across Microsoft 365, Citrix VDI, VMware vCloud Director, and Mimecast. The opportunity to lead a knowledge base quality assurance project for a company-wide ServiceNow migration was a career highlight. Several colleagues were incredibly warm, welcoming, and genuinely invested in my growth. The work is meaningful and the technology stack is impressive.

Cons

Manager engagement with interns was inconsistent. Communication around intern performance, expectations, and potential full time opportunities could be more structured and transparent throughout the program rather than only at the end. Interns are left to figure out their standing largely on their own which can be stressful especially when the internship is coming to a close.

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