Waystar is a great company to work for with a super positive enviroment. - Software Engineer Waystar Employee Review

Waystar is a warm, welcoming, and inclusive workplace where every individual is valued, respected, and empowered to contribute. From the moment you walk through the doors, you can feel the positive energy and strong sense of community that define the culture. Colleagues are supportive, collaboration is encouraged, and diversity of thought and experience is genuinely appreciated. It’s an environment where people feel they belong, can be themselves, and are inspired to do their best work every day.

After 60 days with Waystar, I can honestly say I haven’t found any real drawbacks. If anything, my only regret is not discovering this company earlier in my career. From day one, I’ve felt welcomed, supported, and valued by both leadership and my colleagues. The culture is positive, collaborative, and focused on helping employees succeed. While I’m still relatively new, my experience so far has exceeded expectations, and I’m excited about the opportunities ahead. Looking back, I only wish I had joined the Waystar team sooner.

Strong in office culture, catered lunch weekly Meaningful work, interesting problems Many opportunities for growth Better gender diversity than other engineering orgs Great teamworking, many opportunities to make real impact. Opportunities for recognition Quarterly on-sites which could promote remote employee inclusion (if they actually showed up)

Intense on-call rotations, every 2-5 weeks depending on team. No additional compensation for on-call work even if team is smaller and rotations are more frequent. Legacy tech stack, little focus on tech debt as clients are king. Overworked SRE team so devs own as much of infrastructure as they can. Re orgs almost every year, usually more confusing than helpful from an individual contributor level Alcohol heavy culture. Explicitly, not a great place to be if you have a strained relationship with drinking. Product dept had some star team members but a few PMs were unengaged, lacking knowledge, and difficult to interact with Pay was not competitive. Leadership has varying levels of engagement in / knowledge of the work and varying levels of respect for work-life balance. Very young leadership team. Junior to senior ratio > 2. Co-ops can get more attention and exposure than some new hires. Mission has shifted from a focus on patient satisfaction to a focus on profits for providers. Remote employees given food/lodging during onsites, but local employees not compensated. All new hires expected to be local which limits talent pool, espc for senior engineers.