Pros
Firstly, I have to spotlight the instructors and lower level managers that Axiom hires because they are next-level. It was a privilege to work alongside such intelligent, passionate, driven, and genuine people who put so much energy into the wellbeing of their centers and students despite being poorly compensated/recognized for their tireless efforts. I have watched Axiom's incredible instructors have a positive impact on their students time and time again. As an educator, what drew me to Axiom in the first place was their outlook of viewing students as a whole and "meeting them where they're at", and I have certainly witnessed this perspective make a difference in the support Axiom instructors provide to students.
Cons
I'm sure even if I were to write a thesis in this section, it would not be enough to cover everything I have to say. First and foremost, let me be abundantly clear that this company is not above having current members of upper management spam this page with fake 5-star reviews to increase their rating. They would rather drown out the voices of past employees instead of even attempting to fix any of the issues that caused their inordinately high turnover rate in the first place. That should tell you everything you need to know but in case it doesn't, please be assured that this company cannot retain its employees for good reason, and it is absolutely not a reflection of the people they hire. As some of the fake reviews state, it is not a "loyalty issue". This environment is so unsustainable that people, including myself, feel compelled to come on here to warn others. The employees who have lasted either have the CEO's ear, or have solidified the boundaries of their roles to never interact with him. Gaslighting, bullying, threats and intimidation to name a few of the inappropriate behaviors I have experienced and witnessed come from multiple members of senior management, all encouraged by the CEO who thinks these are effective and necessary leadership qualities. - Upper management is the root of all problems at Axiom. From the unprofessional leadership tactics to the dishonesty, disorganization, and all of the incompetence in between. Members of upper management often congratulated themselves on the support they provided us when in reality they often undermined our progress and withheld resources and information crucial to our success. - The frequent interactions I had with senior management were the largest contributing factor to my unhappiness at this company. They failed to properly train me for the role and refused to offer me support when I attempted to clean up messes from before my time at this company. In conversations with the CEO, they never had my back and often contributed to a narrative that I was slow and ineffective in my role despite the strong relationships I built with families and instructors. All of my time went to fixing broken systems within the company, which I never received credit for. - The job description could not have been further from the truth, intentionally so. My role was marketed towards those with a background in education. At no point in the description was there mention of the business lens we were forced to look through and my education background was actively discredited within the company. Families looking for academic support were viewed as "sales" and "leads", completely disregarding the human factor that they market and pride themselves on. - "Sales" was only a very small percentage of what I was responsible for on a daily basis but it was the only thing we were ever evaluated on. This is largely because the company is built to rely entirely on the actions of regional managers instead of having a larger financial support structure to ensure long term stability. - The work/life balance was nonexistent. This expectation is set by the CEO himself, who frames the role as "little CEO's on the ground". The expectation is that we work as hard as the CEO, all while barely making a livable wage. Those who didn’t set work/life boundaries received favoritism for answering emails at 11pm, on holidays or weekends. These employees were treated as a gold standard, and we were frequently strong-armed into working late nights to meet the standard they set. - Any time someone quit or was laid off, their responsibilities would be redistributed to those who already had an overwhelming workload. - We tried to address all of these issues during our time there, but were met with empty promises of support and conversations about how our stress levels were merely the result of our inability to regulate our emotions and manage our time.