Pros
- Work with New Technology: HG is making steps to move systems into the cloud, specifically AWS. It's nice to tinker with some of these technologies, though there doesn't seem to be a consistent approach underway. - Low Turnover: Turnover is defined as the rate at which employees leave a workforce and are replaced. Since employees are rarely replaced, the turnover rates for HG is actually pretty decent. - Opportunities to Learn: Because no one that leaves is getting back-filled, numerous teams need extra hands, so if you're looking to move into a different role, there are plenty of opportunities to do so at HG. The caveat is that you are unable to shed your prior duties/role as part of this process.
Cons
- Ridiculous Attrition Rates: In a 9-month period I witnessed almost 40 people leave HG with all of 5 positions getting back-filled during that time period. A year ago my team had 7 people, the day I walked out the door there was only 1 person on the team left. Not a single back-fill posting was made, either externally or internally. - Support Severely Outdated Technology: While HG is making some moves into newer technologies, there are plenty of legacy systems that are stuck a decade in the past. These systems often require the most TLC which translates into many after-hours support calls and work. - The "Core Values" of the Company are not Rewarded, but rather Punished: The culture being developed at HG is in direct contrast to the advertised "Core Values". Doing what is "encouraged" is often rewarded with more work, less support, and fewer resources. As a result people often are forced to avoid responsibility unless its completely unavoidable. - Incompetent or Unqualified Management: I have a hard time identifying which one is worse, but much (not all, mind you, though a vast majority) of management brought in over the past year is lacking (most times severely) in healthcare knowledge, lacking in knowledge of those products/skills/technologies they oversee, or are just plain poor people managers in general.