Cogeco Peer 1 Employees Reviews, Feedback, Testimonials

Employee Testimonials

Employees often speak candidly about their daily experience. Many say they enjoy the technical challenges and the collaborative teams, noting you will learn a lot if you like hands-on infrastructure work. Some people describe the environment as practical and fast-paced — you will get exposure to real client issues. Criticisms tend to focus on occasional communication gaps between teams and the need for clearer career roadmaps. If you are considering working at Cogeco Peer 1, expect supportive peers, steady workload spikes, and a mix of legacy systems and newer cloud projects.

Company Culture

The company culture at Cogeco Peer 1 is a mix of engineering-first mindset and client-focused service. Teams pride themselves on reliability and uptime, and there is an emphasis on solving problems quickly for customers. You will find pockets of friendly, down-to-earth attitudes where people help each other out. At the same time, some employees say that parts of the organization retain a conservative, process-driven approach which can slow decision-making. Overall, company culture at Cogeco Peer 1 leans practical: get things done, learn on the job, and support your clients.

Work-Life Balance

Work-life balance at Cogeco Peer 1 varies by role. Customer-facing and operations roles may require shift work, on-call rotations, or occasional weekend support, while engineering and corporate functions often have more predictable schedules. Several employees appreciate flexible start times and the ability to swap shifts when needed, but some report that busy periods can stretch evenings. If you value steady hours, try to confirm expectations for your specific team during the interview.

Job Security

Job security is generally steady for roles tied to core services and client delivery. There are occasional reorganizations and targeted reductions during restructuring, as happens in many tech service companies, but critical infrastructure and support functions are typically stable. Employees who build cross-team relationships and document their work will improve their stability. Contract and temporary roles carry the usual seasonal uncertainty.

Leadership and Management

Leadership emphasizes operational excellence and client retention. Senior leaders are focused on sustaining service quality and responding to market changes. Communication from the top can be clear in times of major initiatives, but updates on smaller changes are sometimes slower to reach all levels. Leaders are accessible at town halls and Q&A sessions, and they often highlight customer success metrics and service reliability.

Manager Reviews

Managers get mixed reviews. Many are praised for being hands-on, technically competent, and willing to support training and escalation. These managers will mentor and help unblock issues. On the other hand, some managers are criticized for being too process-heavy or uneven in delivering feedback and performance coaching. Clear expectations and proactive one-on-ones improve the manager-employee relationship significantly.

Learning & Development

Training opportunities exist, with a mix of on-the-job learning, internal workshops, and access to vendor certifications. Technical staff often gain certifications in networking, cloud platforms, and security through sponsored programs. There is room for more structured career-path training, and some employees request more formal leadership development. If you like learning by doing, you will find many opportunities; if you prefer formal classroom-style programs, options may be more limited.

Opportunities for Promotions

Promotion paths are available, especially for technical specialists who demonstrate consistent performance and client impact. Movement into senior engineer, team lead, or client-facing roles is common for high performers. However, promotions can be slower in areas with limited headcount or tight budgets. Networking internally and taking visible ownership of projects will help when pursuing advancement.

Salary Ranges

Salaries are competitive with mid-market service providers but vary by geography and function. Approximate ranges:

• Entry-level support: CA$40,000–CA$60,000
• Mid-level engineer: CA$60,000–CA$90,000
• Senior engineer/architect: CA$90,000–CA$130,000
• Team lead/manager: CA$100,000–CA$150,000
• Sales roles: base CA$45,000–CA$90,000 plus commission These are rough estimates and will change based on location and experience.

Bonuses & Incentives

Bonuses are typically performance-based and vary by role. Sales teams have commission and quota-driven incentives, while technical and operations staff may be eligible for annual bonuses tied to individual and company performance. There are occasional spot bonuses for exceptional contributions. Bonus programs will depend on business results and team budgets.

Health and Insurance Benefits

Benefits packages generally include medical, dental, and vision coverage, along with basic life and disability insurance. Many employees report that the health benefits are solid and comparable to industry norms. There may also be an employee assistance program (EAP) and some retirement or pension contributions depending on location. Detailed offerings may vary by country and employment level.

Employee Engagement and Events

Employee engagement includes regular team meetings, recognition programs, and company-wide town halls. Social events and team outings occur, though frequency can vary by office. During heavier business cycles, events may be scaled back. Engagement tends to be stronger in regions with larger offices and active local leadership.

Remote Work Support

Remote work support has improved, with more hybrid options and remote-friendly tools. Many roles allow partial or full remote work depending on operational needs. IT support, communication platforms, and remote onboarding have been strengthened in recent years. Remote work policies are role-dependent and should be clarified when interviewing.

Average Working Hours

Average working hours for most office roles fall in the typical 37–40 hour week. Operations and support staff may work in shifts that include nights or weekends, and on-call rotations can add occasional extra hours. During busy deployments or incidents, extended hours are possible.

Attrition Rate & Layoff History

Attrition is moderate and fluctuates with business cycles. There have been periods of restructuring that led to targeted layoffs, as is common in the tech services sector. Core service teams tend to retain staff more consistently, while roles tied to legacy products or restructuring initiatives see higher turnover. Transparency during transitions varies.

Overall Company Rating

Overall, the company provides a solid platform for professionals who want hands-on infrastructure experience and client-facing exposure. You will find competent leadership focused on service reliability, decent benefits, and a pragmatic culture. Opportunities for learning and promotion exist, though growth can be uneven across teams. For those seeking steady operational work with chances to upskill, working at Cogeco Peer 1 can be a good fit. If you prioritize rapid promotion, constant remote flexibility, or highly structured training, you will want to verify specifics before joining.