Good, until it isn’t. But still a great mission. - Product Manager Devoted Health Employee Review

2.0
Apr 26, 2024
Recommend
CEO approval
Business Outlook

Pros

The mission, and the people who work towards the mission of treating every member as family is real. There are obvious some touch choices to make when it comes to how much you can pour into a minority of members, but Devoted truly cares about each and every member. This is possible through strong teams and great technology.

Cons

Product is perhaps one of the least stable, and least mature areas of the company. For a relatively small team (<15), it has seen tremendous turnover and lacks a lot of the culture, onboarding, and close knit relationships (other than those close to Boston) that other teams do. It’s also seen a quite a few re-orgs while figuring out how to align teams - leaving some areas not well thought out. Separately, while the company is remote friendly, there is still a sense of the ‘mothership’, and those closest to Waltham (and those with most tenure) have more social capital, and more leeway. Culture is not quite remote ready.

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Devoted Health Response
2y
Thank you for taking the time to share your perspective and experience with us as a Product Manager. I’m happy to hear that you recognize Devoted´s strong teams and strong technology and that our mission of caring deeply for each Devoted member resonates with you. I´m sorry to hear that your experience working in the Product Management team was less than optimal for you. On an annual basis we step back as an organization and evaluate where to invest our technology resources to best achieve our business goals for the following year and ensure our resources are aligned to the most important problems. When this happens, the Product Management team along with other technology and operations teams value finding opportunities to best align our people to problems while considering individual strengths, interests and opportunities for personal growth. The Product Management team has experienced very little voluntary attrition (5% in the past year) Additionally, of the 13 Product Managers currently on the team, 7 are fully remote and not based in the Waltham area. We also do not have any requirements to attend an office on a regular basis and we find that the entire team prefers to work remotely the majority of the time given that we are a highly distributed company across the US. While it’s our mission to make sure that our members are cared for and treated like family, it’s also our mission to make sure we’re reflecting the best care and attention to our internal teams as well. We know that each experience is different and we welcome the opportunity to hear more from you about your perspective so we can learn. If you’d like to continue the conversation, please reach out klevesque@devoted.com. Thanks again, Kate Levesque Chief Product Officer

Explore other reviews about Devoted Health

5.0
Jun 10, 2026
Recommend
CEO approval
Business Outlook

Pros

-Welcoming and kind employee culture -Support and strong project feedback -Clear communication -Employees believe and support the mission of the company -Enthusiastic, talented, and passionate leaders

Cons

- There are two office spaces for hybrid work- they are great facilities but there are only two

3.0
Mar 4, 2026
Anonymous employee
Recommend
CEO approval
Business Outlook

Pros

The mission to serve Medicare members well was clear, and the early culture reflected that. Teams were empowered, different leadership styles were welcomed, and people were trusted to solve problems in practical ways. There are still many talented and mission-driven people at the company who care deeply about the work and about members.

Cons

As the company grew rapidly, the culture began to change. Metrics have always been a focus, which is understandable in a performance-driven environment, but the emphasis increasingly shifted toward tracking activity and “effort” rather than measuring meaningful outcomes. Smaller assignments that once would have been handled with flexibility began to receive disproportionate attention, creating an environment that often felt more micromanaged than empowered. At the same time, accountability did not always appear to be applied consistently across leadership levels, which can be frustrating for teams that are being held to strict standards themselves. Frequent performance framework changes and constant iterations also created confusion and fatigue on the ground. In several cases, supervisor turnover concentrated under the same leadership should have been treated as a signal worth examining. Overall morale in parts of the organization has noticeably declined compared to earlier years.

5
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