At APEX Analytix LLC, 88 percent of employees say their workplace is great.

EMPLOYEE RATINGS

     

This review is based on 210 employee surveys, with a 90% confidence level and a margin of error of ± 3.05. It was published on Mar 23, 2018. 4634 Visitors

What Employees Say

People celebrate special events around here.
94%
 
Our facilities contribute to a good working environment.
94%
 
I feel good about the ways we contribute to the community.
94%
 
People care about each other here.
93%
 
I am able to take time off from work when I think it's necessary.
92%
 

What They Do

We asked APEX Analytix LLC to explain what they do. Here is what they had to say.

We are the world’s leading provider of supplier portal software; Accounts Payable (AP) controls, audit, analytics software; and AP recovery audit services. Our SmartVM database of proprietary supplier records integrates into APEX software and other software applications for smarter recoveries, controls, analytics and working capital management.

About this Company

Website: https://www.apexanalytix.com Industry: Information Technology
US Headquarters: Greensboro, North Carolina, 27410 US Sites: 2
Major Locations: Bentonville, Arkansas, 72712 US Employees: 296
Employees Worldwide: 327 Corporate Structure: Private
Founded: 1988

APEX Wears Red Day - Heart Health Awareness

Perks and Programs

We asked APEX Analytix LLC to share a few programs they feel really capture what's unique about their workplace. Here is what they had to say.

  • Charitable Giving: We are extremely proud of giving back to our communities. In 2017 APEX and associates donated significantly to charities, in amounts per employee per year rivaling some of the most socially conscious companies in the world.  Our company was 2nd in Guilford County (NC) American Cancer Society’s Relay for Life. Our associates love working together to promote causes and donate our time. We have associates with disabilities, and support their agencies - Peacehaven Farm (disabled adult facility); and Easter Seals. Our departments are fiercely competitive in their giving to annual food bank and teacher warehouse supply drives. We support multiple charities, as well as the foundations and charities of our clients. After National Wear Red Day, supporting Heart Association, an associate said, “Thanks for doing this! I had quadruple bypass in September that saved my life. I’m thankful we both support this and raise awareness of heart health.”
  • Activities Team: Our Activities team is made up of associates from all company departments. In addition to planning charitable events, they plan and lead fun events, which we have at least once per month spread over the year: Holiday party in January for associates and a guest. Food, drink, dancing, and great raffle gifts. Easter Egg hunt with eggs filled with PTO hours, money and chocolate. For our associates external to Greensboro, we have a virtual online egg hunt for the same prizes. 2-3 after-hours outings per year. Halloween Costume contest and office Trick or Treats.  Fully catered Thanksgiving lunch. And, our favorite - Movie day. We rent a theatre for an afternoon movie complete with popcorn, candy and soda. The activities team supports APEX sports teams. In Greensboro we have 2 APEX soccer teams and a kickball team, and in Bentonville, Arkansas, we support a hockey team.
  • Denim Incentive: Beginning 4 years ago as an incentive to help our Central Team achieve their weekly goals, this program has become our APEX "dress code." We have 90 associates in our Central team who have weekly production goals. If the team makes their goals, the whole company gets to wear jeans the next work week. If they don't, it's business casual. However, associates can pay $10 and still wear jeans. The money goes to the activities team. They select a charity each quarter to donate the money to. The activities team provides educational information about each selected charity, including ways for folks to get involved. The result of the program is great team work from all departments to do whatever they can each week to help the Central team meet their goals. So far in 2018, $530 has been donated for Bone Marrow Registry.
  • Variable Compensation: Our compensation philosophy is to pay at market base salaries and pay above market variable compensation. Each department has a bonus plan with their specific goals; what is most impactful that the associate has the most amount of control over, such as revenue earned, profit made, client and vendor satisfaction, etc.  Variable comp can be paid monthly, quarterly, semi-annually and annually and is a significant part of overall compensation. Associates like the variable comp plans because they are not a one-size fits all, and they are able to exert control, based on their job, of their earnings potential. In addition, we liberally provide additional incentives for outstanding performance, customer feedback, long weekend projects, etc. These are normally gift cards given by department managers at their discretion.
  • Mentor Program: Implemented in 2010, the program runs from March-September each year. Starting in 2018, it is on-going, based on interests. Annually, about half of our associates participate in the program as mentors/mentees. We encourage associates to mentor with people outside their department to learn about the company and other career opportunities. Mentor/mentee relationships promote networking, and collaborations between departments. Recent comments: Mentee: “My goal for mentoring was to determine if my field of interest was a direction I was capable of. My mentor answered my questions honestly. During the program, I accepted a position in this department. My goals were beyond met. I appreciate my Mentor’s help.” Mentor: “I think any time we collaborate and work together, we learn things that help us. A goal as mentor was to become involved in a local professional organization. Meeting with my Mentee spurred my interest. We learn from each other regardless of position.”
  • Referral and Sales Bonus: In 2017 22 referrals were made for 69 filled positions – 32%. This is by far our best recruiting method. Our referral program provides a bonus for all positions at six months, twelve months, and every subsequent twelve months. It’s a very popular program. And, because we hire associates who our clients want to work with, we feel great about hiring new people who are endorsed by our associates. In addition, we provide a bonus to any associate who refers a prospect who turns into a client.
  • Company Communication Programs: With associates in 26 different states, and 4 countries, communication is critical. Our culture elements of performance, respect, candor and fun live in our communications: CEO lunches: Annually each department has a CEO lunch. It’s an opportunity to openly discuss successes and challenges departments are facing. It’s also a time to personally grow our relationships with one another. Quarterly All Associate Call: Each quarter associates dial into a call. Our CFO provides financial results for quarter and year to date, comparisons to previous year, and current year budget/goal. A department guest speaker recognizes individual/team accomplishments and shares upcoming initiatives. The CEO provides company and department updates and recognition and appreciation. The "APEX Insider" Newsletter: All associates provide input including “Shout Outs” – peer recognition; department happenings; new hire pictures and bios; milestone anniversaries; promotions and transfers; and any special events – births, marriages, graduations. Company happenings are also highlighted.
  • Kids to Work: Our associates and kids love this day! It begins with our CEO explaining in kid-friendly terms what we do. Each department has a “station” based on the year’s theme. 2017 was “Count on me.” Children visit each station learning about APEX, what it means to work on a team, be accountable and responsible. We had a scavenger hunt videoed by a drone, then downloaded onto thumb drives for children to take home. In conjunction with our American Cancer Society fundraiser, each child receives "APEX bucks" to spend at our bake sale. Said one associate of 2017 – “It’s an exciting day and so much fun for our kids. They get a lot out of it. This is the only company I know that participates and supports its staff in this way.” The theme for 2018 is “Giving Back,” and we’re excited to showcase our charitable giving to our children.
  • Explore APEX: Explore APEX is a monthly webinar series showcasing APEX products, services and departments to our associates, based on topics suggested by associates in our annual training survey. Each month a senior expert presents. This enhances on-boarding, internal talent development, and sales enablement. Attendance is high, and surveys taken after each webinar have high satisfaction ratings. In a recent webinar an associate said, “great to learn about Pete’s (senior expert) background and journey with APEX as well as more about Statement process flow.” Our strong internal training function includes our Training Portal, serving as our corporate Knowledge Base, hosting various learning tools such as process documentation, recorded webinars and Computer Based Training videos. New for 2018 is a TrainerBot. This IBM Watson enabled chat bot will help associates navigate the Training Portal based on area of interest, i.e. Portal, Audit, etc. On-line MS office e-learning is available to all associates.
  • Innovations Challenge Program: This on-going program encourages associates to think of ideas that support innovation and continuous improvement, benefiting associates and our clients. These can be process improvements, systems enhancements, morale boosters, time savers, cost reductions, etc. Suggestions/ideas are submitted via our Innovations Challenge light bulb on the company intranet. They are given to the person most able to implement, and then tracked for ROI. Associates receive a gift card for each idea/suggestion submitted that can be implemented and are recognized in our company Insider publication. In 2017 33 ideas/suggestions/innovations were implemented out of 56 submitted.

COMPENSATION BY THE NUMBERS

30 hours Weekly hours required for part-timers to receive health insurance $2,838 Average Tuition Reimbursement
Relay for Life 2017 - $13k was 2nd best in Guilford County!

WORK-LIFE BALANCE BY THE NUMBERS

25 days Paid time off after one year of full-time employment 25 days Paid time off after one year of part-time employment
13 Days Paid time off as of first day of full-time employment 13 days Paid time off as of first day of part-time employment

WORK-LIFE BALANCE PROGRAMS

  • Flexible schedule (100% use it)
  • Telecommute option (32% use it)
  • Subsidized On- or Off-site Fitness (100% have access)
  • Onsite Amenities (Chair Massages - offered two days/quarter; Wellness Room Professional Development Library; and On-site Walking Trails. Associates are encouraged to take walking breaks when they can each day. These trails are popular during our "Walker Tracker" team challenge - walking/step wellness program (April and May each year). Regular "biggest loser" competitions (weight loss challenge); 3 Breakrooms with refrigerators, microwaves, water coolers, coffee, tea, vending machines and seating; 2 Annual office socials - ice cream and cookies; Free parking; Annual health fair and onsite flu shots; and Annual biometrics screens. During March Madness NCAA Basketball games first round are shown in company board room with game snacks and drinks. Associates love watching their favorite teams together. Triad Care voluntary program for folks with at risk, chronic conditions (i.e. high blood pressure, diabetes), where coaches, nutritionists and pharmacists come to the office to meet each month with folks in the program)

FAMILY CARE BY THE NUMBERS

60 days Job-protected maternity leave (including FMLA/STD) 15 days Fully-paid maternity leave (does not include personal vacation or paid time off)*
60 days Average length of maternity leave new mothers take60 days Job-protected paternity leave (including FMLA)
15 days Fully-paid paternity leave (does not include personal vacation or paid time off)*10 days Average length of paternity leave new fathers take
60 days Job-protected parental leave for adoptive parents (including FMLA)*15 days Fully-paid parental leave for adoptive parents (does not include personal vacation or paid time off)
*Employees are required to use all their personal paid time off before taking parental leave. All employees are eligible for parental leave benefits.

HEALTH INSURANCE COVERS

  • Mental health care
  • Alternative treatments (such as acupuncture, homeopathy, or chiropractic)

Community and Environmental Impact

8 hours Paid time off to volunteer Yes Recycling program

Diversity

  • Written policy prohibits discrimination based on (at a minimum) age, disability, race/ethnicity, religious beliefs, gender and sexual orientation
  • 2 events a year connect employees with peers from different racial/ethnic, religious or country-of-origin identities
  • Non-birth parents in same-sex relationships can take parental leave

Workforce Diversity

 
Take Our Kids to Work Day, April 2017

DEMOGRAPHICS

 
APEX University, October 2017

How to Get Hired

We asked APEX Analytix LLC for some inside information on how to get hired at the organization. Here is what they had to say.

What key characteristics tell you a prospective employee will be a great fit for your company?

Our culture drives everything! We live our culture of performance, respect, candor and fun. When interviewing candidates, we carefully assess how closely a candidate will fit into our culture. The key characteristics we look for are high achievers who strive for accountability in performance and career growth, serving Fortune 1000 clients in long-term respectful relationships, and working in a diverse and caring environment. We look for team members that are bright, passionate, and innovative individuals. We look for associates who are kind, and who respect the diverse cultures and perspectives of all individuals.  We believe that the key qualities of a great APEX team player are humble, hungry, and smart (intellectual and emotional intelligence).  Individuals possessing those qualities are perfect additions to our team.

What can prospective employees do to get your attention?

Prospective employees who have done their homework on our company, understand our value proposition, client relationships, and offer the ways they can add value to our company, get our attention.  Individuals who are personable and friendly during the interview process, yet are passionate about working with our company, and possess a high level of innovation, humility, hunger/energy, intelligence (including emotional intelligence), and a proven track record of continuous improvement are the people we are looking for.   

Are there any positions or types of candidates you are particularly focused on hiring in this coming year?

Growth is projected in our Sales, and Research and Development teams, based on our strategy around new product development.  We are looking for .NET Application Developers, Implementation Specialists, Senior Project Managers, Pre-Sales Consultants, and Regional Sales Executives.  The Research and Development teams are located in Greensboro, NC, and Sales positions are open geographically throughout the U.S. and Europe.

What should interested candidates do to find out more and get started?

Check out the Careers section of our website.  It’s been updated and freshly branded and gives candidates a great feel for our company work environment and culture.  Recently posted videos star our associates talking about what they think of when they hear "APEX Analytix," and sharing personal and professional successes they are most proud of.  We have sponsored/branded pages on Glassdoor, LinkedIn and Indeed.com.  Interested candidates can connect with associates on LinkedIn to find out more about our company.  Follow us on Twitter and Facebook, and view company videos on our YouTube page.   We participate in North Carolina career fairs.  We attend industry related trade shows.  Interested candidates can apply directly on our Careers page for roles of interest, and if they don’t see a current position of interest, they can submit a resume through our site for for future roles.  We are growing!

hiring Outlook

6% Job Growth 32% New hires by employee referrals
9% Openings filled by current employees 17 Recent graduates hired
* All figures refer to 12-month period prior to reporting, unless otherwise noted.

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