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      Health Catalyst

      Engaged Employer

      Health Catalyst reviews

      Constant Improvement (Internal and External) - Vice President Senior Business Leader Health Catalyst Employee Review

      5.0
      Jan 14, 2020
      Vice president senior business leader
      Recommend
      CEO approval
      Business Outlook

      Pros

      Since my last review we have made strides in removing some of the seams between the services and product business. The amount of coordination has increased with many meetings now having representatives from all sides of the house. This past week I was in a meeting with different groups and the theme was how can we all work towards a common goal and ensure what is best for our customers. The mission helps motivate me everyday and can be seen in the number of engaged employees at HC. I can't think of a time when I have reached out to team members for assistance and had an overwhelming number of responses of individuals willing to carve out time. I worry sometimes of the distance between those in product and engineering from the results we are seeing in our services business. Our customer success team does do a great job highlighting these customer wins. The product infrastructure is starting to coalesce and creating amazing opportunities for growth. This is another symptom of some of the silos that naturally occur during product development starting to get broken down.

      Cons

      There are not many. I know through conversations with team members there can be a delta in experiences from one resource to another at Health Catalyst. This is often the case with large rapidly growing organizations and can be mitigated with an engaged management layer. The 360 degree reviews we just completed could be a tool to help address some of these challenges if managers embrace the feedback and take advantage of the opportunity for self introspection. There have been team members I have mentored and the work experience they describe doesn't mirror what I have seen but that should not be discounted. Self motivation is important in many of the roles at Health Catalyst and it can be a challenge to get up and running for a new employee ( this is doubled if you are remote). Again these are all areas that are being addressed by leadership and something we often discuss during our monthly all hands meetings. I worry that there are times when we stand up a new initiative to a lot of fanfare and momentum and then 1-2 years later it has faltered. Thinking back over the past two years there are several efforts we have kicked off that I do not know where they stand today.

      avatar
      Health Catalyst Response
      6y
      Thank you for this thoughtful and updated review, and thank you also for your many contributions, over more than five years, as a leader at Health Catalyst! I'm really encouraged to hear of your perspective in areas where you can see meaningful progress, particularly in areas of focus for us around integrating our product and services groups and messages, and reinforcing that we are all on the same team and reliant on one another to achieve the mission. I also agree with your thoughts about the importance of being proactive in managing career experiences and working with your manager, and that the 360-degree manager feedback process represents a really important opportunity for introspection and can facilitate continuous improvement. I am going to strive to use the feedback from my 360-degree review to improve in some specific ways, and I've already set some goals along those lines. We hope that every manager at Health Catalyst will follow a similar pattern. Thank you also for your comments about kicking off initiatives and then ensuring that there is the follow-through and commitment and budget to support the initiatives that we pursue. I agree strongly, and we are striving to become more disciplined and consistent here, by using the annual planning process as a robust and data-informed process. Part of that process must include a review of what we've done thus far, what the results have been, and then a response and decision about where we will continue our current investment levels, which may be 80-90% of investment areas, but also where we will reduce our investment (perhaps 5-10% of areas) and where we will increase investment (also perhaps 5-10% of investment areas). We are working to finalize this as a leadership team for the 2020 operating plan process, over the next two weeks or so, to propose and discuss with the board, and then to communicate to all of our team members so we all know what decisions we've made. I believe this process will help us improve in this key area. Thank you again for your commitment to Health Catalyst, for your many years of meaningful contributions to our success. I sincerely appreciate it. Best, Dan

      Explore other reviews about Health Catalyst

      5.0
      Oct 9, 2025
      Qa manager
      Recommend
      CEO approval
      Business Outlook

      Pros

      Before 2025, the company's benefits and leadership were excellent.

      Cons

      As of 2025, all benefits have been suspended until the end of the year.

      1
      avatar
      Health Catalyst Response
      7mo
      Thank you for sharing your perspective. We appreciate your recognition of the strengths the company had before this year and the dedication of team members during challenging times. As we shape our 2026 strategy, we’re carefully evaluating how we allocate resources to ensure organizational success, identifying where to invest and how to utilize those resources most effectively, all guided by a clear and focused plan. Your feedback is helpful, and we will continue to communicate updates as progress is made. -Ben Albert
      3.0
      May 5, 2026
      Senior operations and support engineer
      Recommend
      CEO approval
      Business Outlook

      Pros

      Great Talent & Culture: The people here are highly capable, collaborative, and committed to helping each other succeed. The partnership between onshore and offshore teams works well and is a real strength. There’s a culture of grit and stability that has helped the company navigate multiple major transitions over the years. Mission-Critical Engineering: The work involves complex data infrastructure that requires deep technical expertise. It can be demanding, but seeing these systems run successfully and support real-world operations is consistently rewarding.

      Cons

      Wage Compression and Retention Risk: Compensation for tenured and high-performing staff has not kept pace with the market for specialized data engineering and support leadership. In practice, tenure can feel undervalued or even penalized. This creates risk around losing institutional knowledge and operational continuity. Stagnant Career Progression: Contrary to stated expectations, strong performance ratings do not consistently translate into meaningful, market-aligned compensation growth. The process of how compensation is benchmarked lacks clarity in practice, obscuring how compensation decisions are made and what is required to advance.

      5
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