Excellent culture, rewarding mission, questionable future - Anonymous employee Omada Health Employee Review

4.0
Dec 15, 2017
Anonymous employee
Recommend
CEO approval
Business Outlook

Pros

People at Omada, from the CEO on down, believe in the company's mission to reduce chronic illness, starting with Type 2 diabetes. There is a lot of focus on culture, including support for employees with families. We put a premium on professional growth, and devote a lot of time and effort to recruiting people from backgrounds that have been traditionally underrepresented in technology. We have a strong internship and mentorship program. Overall, Omada is a great place to work and challenge yourself, especially if you want to do some good for humanity. Benefits are generally good, including transparency about the cost of health insurance. Unlimited PTO, a generous professional development budget, 401k (no matching), HSA contributions, equity.

Cons

Previous revenue forecasts have been overly optimistic, resulting in some turmoil and workforce turnover. (Blunt: there were some layoffs in the summer of 2017 as we course-corrected.) Forecasts are now on the conservative side, but our budget is still tight, considering that we just took a $50M Series D round of funding. If we are unable to achieve real growth in the next couple years, we will fizzle out. Pay is on the low side (under the median for the market).

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Omada Health Response
8y
Thanks for taking the time to review Omada. As founders we're proud of the pros that we've built here over time, but we recognize that we have room to grow. We're strongly committed to Omada's mission, premium on professional growth, and dedication to diversity. The drive provided by our mission has allowed us to accomplish some truly historic things in the US healthcare system: the first ever digital CPT code, contracting as a digital provider, scaling personalization through the intersection of data and coaching. Along this road, it's true that we've had to mature as a business and we've learned lessons about customer behavior, buying cycle, and the intricacies of how our unique billing model works with traditional health care infrastructure. Through this we've grown more informed -- and as a result, deliberately more conservative -- in our forecasting. But like our confidence in our mission, we've also never been more confident in Omada's future as a sustainable, profitable business. We place the highest priority on retaining our talent, and want to make sure we are allocating our resources responsibly while still making the investments necessary to power the next stage in our company's growth. As we look to 2018 and beyond, the ambitious goals we've set across the company (including for our engineering teams) are designed to set us up for long-term impact. We have no doubt that next year will require more from all of us, but that those investments will yield tremendous results. If you feel there are ways we can better allocate resources to help accomplish our mission and build a sustainable future for the company, please don't hesitate to seek us out - we're eager as always to hear that feedback. Sean & Adrian

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Cons

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Cons

Where do I even start. The expectations for coaches have gotten out of hand and there’s no consideration for mental load. It feels like things just keep getting added on and added on and a lot of it is tied to this time tracking system that we can’t even see anymore. Even though it was framed like removing the time clock would give us more autonomy and less stress, we’re still being judged since it’s still there in the background anyway. Even though it’s clearly not a good representation of the actual time spent in-app. There’s also A LOT of micromanaging. Metrics are everything, and even when your metrics are good, something else gets pulled in. If it’s not metrics, it’s you’re not spending enough time in the app, or you’re not engaging enough with your work team, or you missed one small workflow from last week. It never really feels like you can just do well and that be enough. Even supervisors don’t always seem fully aligned with what the day to day work actually feels like now, since so much has changed since many of them were in the Health Coach role. So a lot of the feedback is disconnected from reality. Time off doesn’t feel fair either. We were encouraged to take time off during OT to manage mental load, but then when I actually did, I was told I took too much time off? It just feels like you’re stuck no matter what choice you make and you can’t really win here. And don’t get me started on the pay and how we’re about to be in what seems like a commissioned based pay system as if we’re sales. I’ve also tried switching roles within the company multiple times. No luck.

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Omada Health Response
12h
We appreciate you taking the time to share such detailed feedback. We are sorry to hear that your experience has felt overwhelming and, at times, discouraging. Your comments about workload, evolving expectations, and the mental load associated with the role are important, and we recognize how challenging it can feel when changes are not experienced as intended. Our goal in evolving tools like time tracking and performance metrics has been to support both flexibility and clarity, not to create additional pressure or a sense of constant evaluation. It is clear from your feedback that this has not been your experience, and that gap is something we take seriously. We are actively working to better align expectations, ensure managers are closely connected to the day-to-day realities of the role, and create more consistent, transparent guidance around performance and time off. If you are open to it, we would encourage you to connect with your HR Business Partner directly so we can better understand your experience and continue improving. Thank you again for sharing your perspective.
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