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Everforth Apex Systems

Engaged employer

URGENT MUST READ - Account Coordinator Everforth Apex Systems Employee Review

1.0
May 20, 2019
Recommend
CEO approval
Business outlook

Pros

I learned my lesson the hard way.

Cons

***URGENT*** PLEASE! PLEASE! PLEASE! READ BELOW Apex contacted me through my Career Builder account and proposed a 6-month contract and 30% pay increase with UBER Freight with a no brainer job conversion into UBER Freight at the end of the contract. At the time I had a good job with a financial company, but the offer from Apex was too good to pass up. At that time the overly aggressive recruiter from Apex gave me 24 hours to make up my mind and wanted me to start in 8 days. At this point I should have smelled a rat, if it is too good to be true it usually isn’t. I start training with Uber freight at an entry level position. Everything was running smoothly, and I was doing a good job according to my team leader at Uber. My confidence was high, and I was learning new material every day. I never missed a day and really enjoyed my position. Here is where the wheels start to come off, my 6-month contract was abruptly cut down to 3 months, it was strange, that was exactly how long ago I started. New news, I was told that I had to interview for the job that I had performed for the last 3 months. This seemed like no big deal until the interview process started. I was interview by 3 new uber managers who were new to the interview process and it felt that I was their trial applicant. Needless to say, I was not retained by Uber freight with no logical reasons given. My manager was perplexed and extended my contract for a month and requested that I be interviewed again which at the time seemed strange since I just went through the interview process a week prior. Here again I was practice material for training managers with the same results, no Uber retention. Here is how it went down; I was interviewed on a Wednesday and on Friday I received a call from Apex hatchet person at 6 PM telling me not to return to work on Monday with no explanation. I tried to call my recruiter several times on the following Monday with no return call and this is the same person who fed me all this BS about helping get another position if Uber didn’t work out. I feel like I was used and abused by Apex and Uber.

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Everforth Apex Systems Response
6y
Thank you for your candid response and we apologize for any inconvenience the lack of clarity has caused. Apex Systems time off policy, paid holidays and vacations are driven by many factors, including the length of assignment and specific client requirements. As such, not all temporary employees will be provided with the same leave time. With regard to assignments ending, Apex recruiters are trained to communicate frequently about the timing and handle any unexpected terminations in a confidential and professional manner. In order to do so, these conversations are often done after business hours. In addition, we are investigating the benefits complaint for opportunities to better advise around end dates and benefits tied to specific assignments. Please reach out to our Contractor care team at contractorcare@apexsystemsinc.com should you have any further questions or inquiries.

Explore other reviews about Everforth Apex Systems

5.0
Jun 2, 2026
Recommend
CEO approval
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Pros

Good culture, great trainings, good managers, growth opps

Cons

Pay is a little low, company as whole going through a lot of change

2.0
May 5, 2026
Recommend
CEO approval
Business outlook

Pros

- Ability to work remotely still, however I am not sure how long that will last for me. They are pushing people back into the office. Autonomy & Independence - Strong ability to self-direct and own responsibilities - Involvement in high-impact work - Broad responsibilities that build transferable skills

Cons

- I feel like my role was created without clear definition or long-term planning. I - Needed help with my workload and, despite repeated requests over the past year, I still haven't received any help - Increasing responsibilities without proportional salary growth - Bonus structure adjusted to be more difficult to achieve - Multiple internal teams laid off. Work transitioned to outsourced teams with lower perceived quality - Reduced sense of ownership and care from external/outsourced teams - Movement away from autonomy toward increased oversight - Reduced trust compared to earlier experience - Meeting Overload (“Meeting Fatigue”) - Uncertainty About Future State - Concerns around remote work longevity - Lack of clarity on role growth, support, and company direction

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