Frontier Business Systems is a provider in the office technology and managed IT services industry, specializing in multifunction printers, document management solutions, and responsive IT support. The company delivers installation, leasing, and servi...
"I enjoy the team vibe here — folks are friendly and willing to help," says one mid-level sales rep. Another employee in services adds, "You will learn lots about client management quickly, and the onboarding is practical." A few junior staff mention they like the flexible scheduling, while some senior employees say they wish for clearer career paths.
Overall, testimonials are mixed but leaning positive. People often highlight the supportive teammates and practical, hands-on learning. If you are looking for a place where you will get real client exposure early, working at Frontier Business Systems could be a good fit.
The company culture at Frontier Business Systems blends client focus with a small-company camaraderie. It is common to find cross-functional collaboration and an emphasis on getting things done for customers. The atmosphere is not highly formal; you will often find casual dress and open discussions during team meetings.
That said, culture can vary by office and team. Some groups are more process-driven, while others operate with a startup-like speed. Overall, company culture at Frontier Business Systems leans toward practical collaboration, with an expectation that employees pitch in where needed.
Work-life balance at Frontier Business Systems tends to be team-dependent. Many employees appreciate flexible start and end times and the ability to work remotely part-time. There are periods of higher intensity, especially around quarter-end reporting or major client rollouts, and during those times they may expect longer hours.
For people who value predictable schedules, this may sometimes be a challenge, but for those who prioritize flexibility and autonomy, the balance is reasonable. In short, work-life balance at Frontier Business Systems is generally good with occasional busy spikes.
Job security at the company is generally stable. The business operates in services and solutions that have steady demand, and that translates to reasonable long-term prospects for many roles. There have been periodic restructures to align with market needs, but those have not been frequent or severe in recent years.
Employees should understand that job security is stronger in client-facing and revenue-generating functions. Roles that are more niche or tied to legacy systems may face higher risk during organizational changes.
Leadership is competent and focused on client outcomes and operational efficiency. Senior leaders communicate company priorities clearly during town halls and quarterly updates. They emphasize measurable goals and customer satisfaction metrics.
There are opportunities for leaders to engage with staff, though communication quality may vary by department. The leadership team tends to prioritize practical solutions and incremental improvements over bold, risky moves.
Managers receive generally positive feedback for being accessible and pragmatic. Many employees say their direct managers are good mentors and provide actionable feedback. Some managers are highly involved in career planning, while others focus more on deliverables and daily operations.
There are inconsistencies in managerial style across teams. If you are evaluating a role, it is worth asking about your prospective manager’s approach during the interview process.
Training is practical and hands-on. New hires typically go through a structured onboarding that covers product knowledge and client processes. There are internal learning sessions, lunch-and-learns, and access to vendor certifications for technical staff.
Formal budget for external courses is moderate, and employees are encouraged to take advantage of internal mentoring and cross-training opportunities. For someone who learns by doing, these programs are quite effective.
Promotion opportunities exist but are tied to performance and business needs. Advancement is often incremental and follows demonstrated success with clients or projects. High performers can move up relatively quickly, especially in sales and technical delivery roles.
There is less fast-tracking for purely operational or back-office roles. Career progression is more predictable in revenue-generating teams.
Salary ranges are competitive for the regional market. Entry-level positions typically start at market rates for administrative or junior technical roles. Mid-level technical and sales positions generally fall in the mid-market range, while senior technical and leadership roles are aligned with industry norms.
Compensation is tied to experience, location, and role responsibility. The company will usually benchmark salaries against similar firms to remain competitive.
Bonuses and incentives are performance-driven. Sales roles have clear commission structures, and many client-facing roles have variable pay tied to targets. Non-sales roles may have annual bonuses based on company performance and individual contributions.
Incentive programs are transparent for most positions, and payout timelines are straightforward.
Health and insurance benefits are standard and solid. The company provides medical, dental, and vision options, with multiple plan tiers. There is typically employer contribution to premiums and standard life and disability coverage.
Benefits packages may vary by employment level and location, but the overall offering is consistent with mid-sized service firms.
Engagement is supported through regular all-hands meetings, team outings, and occasional company-wide events. There are recognition programs for outstanding work, and managers often celebrate team wins.
The social calendar is not overwhelming, which suits employees who prefer low-key events, but there are enough opportunities to connect with colleagues.
Remote work support is practical. The company provides standard collaboration tools (video conferencing, shared drives, project trackers) and guidelines for hybrid work. IT support for remote access is responsive, and many teams operate with a hybrid model.
Employees who work fully remote may need occasional in-office visits depending on role and client demands.
Average working hours typically fall in the 40–45 hour range. Some weeks will be lighter, and some will require extra hours, especially during client deadlines or project go-lives. Overtime is generally managed at the team level.
Attrition is moderate and mostly voluntary. People leave for career growth or relocation rather than complaints about the workplace. There have been no recent large-scale layoffs reported; changes have tended to be targeted adjustments aligned with strategy.
Overall, this company is a solid choice for professionals seeking hands-on client work, practical learning, and a supportive team environment. Strengths include a collaborative company culture at Frontier Business Systems, reasonable work-life balance at Frontier Business Systems, and clear incentive structures. Areas for improvement include more uniform management practices and clearer long-term career paths. On balance, the company will suit people who value steady growth, real responsibility, and pragmatic leadership.
Read authentic experiences from current and former employees at Frontier Business Systems
Supportive manager, clear targets, good client mix.
Base salary is below market and commission paperwork can be slow. Workloads spike at quarter end.
Interesting technical problems.
Small team, shifting priorities from leadership and slow career progression. Raises and promotions felt inconsistent during my time there.
