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      Health Catalyst

      Engaged Employer

      Health Catalyst reviews

      Couldn't Be More Pleased - Director, Software Engineering Health Catalyst Employee Review

      5.0
      Aug 28, 2020
      Director, software engineering
      Recommend
      CEO approval
      Business Outlook

      Pros

      There are so many reasons why Health Catalyst is a great place to work. Some of the top reasons are the culture and environment, the smart people that work here, and the leadership team, who continually shows me that they care about me as a person, whether or not they know my name. The COVID-19 pandemic has been particularly challenging for our company, but I couldn't be more pleased with the way that Dan Burton, particularly, has handled the situation and balanced the difficult task of making sure the company moves towards profitability and focusing on team members and their benefits. I genuinely enjoy the work I do here. A lot of that has to do with the division of the company I'm able to work in, and the autonomy I've been given and the trust that my managers have in me. That enables us to not feel undue stress and allows us to maintain a high level of quality work.

      Cons

      There are a few things I can think of that could be improved, but these cons in no way come close to outweighing the pros mentioned above. 1. I feel our software offering as an "all-you-can-eat" model doesn't allow us to reap the benefits of new products. As developers, we spend time making products better, adding to them, and improving them. The downside to this is that as we make the products better and add more functionality, there's more maintenance and support required; however, since the additions have no impact on the bottom line of the company, there's no justification to hire more developers to support those products. If product A is "more important" to clients than product B, it's difficult for us tell aside from utilization numbers and/or anecdotal evidence, and both those data points don't necessarily point to the importance of a product, or what someone would be willing to pay for it. 2. I think sometimes our culture of humility allows us to be too nice to people and enable to be less than they can. I've seen people just kind of coast through their job, not really putting in much effort, and continue to be rewarded through salary increases and generous benefits because they're not doing poorly enough to merit a formal improvement plan. Granted, this has much to do with the team member's manager, but it's something I've noticed a handful of times over the years.

      avatar
      Health Catalyst Response
      5y
      Thank you for your feedback, and I'm encouraged to hear of the positives you listed in your 5+ years of experience and contribution to our company as a Software Engineer. I'm grateful to hear that you feel cared for and respected, and I hope that I know your name and some about your role, contributions and life. I recognize this becomes more difficult as we grow -- as of today, the company has more than 1,000 team members. I'm very glad, however, to hear that your direct manager knows you well, supports you and gives you autonomy, trusting you to contribute at an extraordinary level. I appreciate also your insightful feedback regarding what can be improved, and I agree with both of your categories of improvement feedback. On the first point, we are slowly moving towards more modularity in our software offerings, particularly at the apps level, and particularly as we expand our product offerings both through direct development and through acquisitions. This will enable us to have a more direct understanding of our clients' prioritization and valuing of various products, and will enable us to invest more in products where the demand is greater. On your second point, I agree also that we have more work to do with regards to addressing performance issues. We'll keep working on this in our interactions with and training of people managers. Thank you again for your feedback and for your 5+ years of tremendous contribution as a software engineer! Also, if we haven't had a 1:1 ever or for a while, I'd love to visit 1:1. Just reach out to Jenn Howard and we'll get it scheduled! I'm trying to spend one day each week in skip-level 1:1s, with a goal of 300+ skip-level 1:1s in 2020. Best, Dan

      Explore other reviews about Health Catalyst

      5.0
      Jan 23, 2026
      Client account executive
      Recommend
      CEO approval
      Business Outlook

      Pros

      Supportive team environment with opportunities to work cross-functionally on meaningful healthcare initiatives. Strong focus on client impact, collaboration, and continuous learning.

      Cons

      Processes and roles can feel ambiguous at times, requiring employees to be comfortable navigating change and figuring things out as they go.

      avatar
      Health Catalyst Response
      2mo
      Thank you for taking the time to share your feedback. I appreciate the thoughtful recognition of our collaborative culture and the meaningful work the team does together. How we work together matters just as much as what we do. Our operating principles and cultural attributes remain foundational. To address your concerns about processes and roles, as the organization evolves, we’re prioritizing clarity in these areas to better support teams. There’s real momentum building right now, and the work ahead is meaningful. I’m grateful for you and the role you play here, and I’m excited about what we’re building together.
      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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