5y
Thank you for your feedback! I am glad you appreciated the culture and the career opportunities that HCSS provides its employees.
You mentioned “the right fit” in your review, and you couldn’t be more correct. We realize that HCSS isn’t for everyone, which is why “Be the employer of choice and the best place to work for people who fit” is a part of our Vision Statement.
The executive staff at HCSS do have a lot of authority, and I would bet that most other successful companies would say the same. It is fair to say that we could improve our governance model, and that executive oversight into the day to day business can feel micromanaged at times. However, micro-management comes as a result of things not getting done. If objectives are being met, executives can take a step back.
The Performance Profile is a means to evaluate new employees. This is of particular importance because we hire on ability more than experience. The Performance Profile tests your ability to perform in the role to which you were hired. Those with either ability or experience will succeed. Those with neither will not. We realize this is unique, and that some may not agree with this approach.
We also agree that our direct management is great! As for executive management needing to be more “grounded”, I can only assume that you mean leaders with less lofty visions for the company. Innovation creates an environment for problem solving, fresh ideas, and improved processes. This can often create more work. But how else do you manage to grow at 18% for the past 8 years?
We thank you for your feedback, both positive and negative. It helps us to further improve HCSS.
