HCSS reviews

-Pre-COVID, WFH was very much looked down on. Even though officially you were allowed to WFH once every other week, it was always frowned upon, sometimes explicitly, especially by leadership. Currently most people are still WFH due to the virus, and I sincerely hope this changes the HCSS culture and WFH policy moving forward. Our teams have done amazing work while WFH and I hope that the company recognizes that while having a campus is cool and being in the office sometimes is definitely more beneficial-- that employees who prefer to WFH or need to more often should be able to do that more than once every other week. Especially those of us with long commutes! -While there is a refreshing amount of diversity at HCSS, that does not really extend to leadership. The executive team are exclusively men, and there are very few women at HCSS in leadership roles. This has been brought up before to the CEO in a Q&A, and he brushed it off as if it was nothing. I agree that the executive team is competent and don't question whether or not they should be on the team, but it is a red flag to me that the executives seem to think the lack of gender and racial diversity in leadership is not an issue at HCSS. -Potentially part of why there are so few women in leadership, one of my biggest cons with HCSS is that there is no paid parental leave whatsoever. Again the CEO has addressed this in a Q&A, stating that paid maternity leave takes money from one group of employees and gives it to another, and that it gives preferential treatment to employees having children. He said "While having children is very noble, I see no reason we should be subsidizing it." -- Personally, I am gobsmacked that this opinion is still held in 2020 and ok'd by the rest of the executive team & HR leadership to hold this position as a company. HCSS often cites being inspired by companies like Apple & Google-- both of which offer 16+ weeks paid maternity leave and 7+ weeks of paid paternal leave. Employees who have a child have to scrounge together PTO time, short term disability, and unpaid FMLA to take parental leave. I can't believe that this isn't a bigger issue at HCSS and I definitely see this as a huge issue as the company grows. Please HR, get on this. It's 2020. If you want to retain female employees, you need to fix this.

We lost our profit sharing entirely. We weren't consulted on the buyout when the decision was made, even though we have been told for years we were part-owners and equals in ownership. The pay is below average for our industry but was always made up for by the benefits. Not anymore. We lost an average annual bonus of 25%, that put us in line with other companies on pay, and were given a 3%-10% bump to our base salary, which still means we make way less than we did. We lost unlimited PTO rollover. We lost our ESOP program. We are no longer part-owners. Because we were an ESOP we had the ability to grow with the company over time and grow our wealth over time. That is being cashed out for all standard employees while all the executives received a retention plan from Thoma Bravo and free stock shares. We were offered the chance to buy back in, but because of how our ESOP was set up, we would have to take an income tax penalty and early retirement penalty. The average employee would have to spend 20-30% more to get the same level of investment the executives are getting. No retention packages were set up for long-term or critical employees. Hiring budgets for all departments have been slashed bad, with some departments cut over 60%. They made the hiring budget and the raise budget the same. There are massive pay disparities across positions and within each department. The benefits are subpar compared to other tech companies. No raise can go above 7% without approval from the new Thoma Bravo board. Someone asked why they should stay and the owner's answer was that you should leave if you get a better offer, and if you don't feel like you make enough you should learn to live with less. This upset people because the owner made so much off the sale and any employee who hadn't been with the company for 10 years made very little. Opportunities for upward advancement are shrinking and there is no guarantee you will receive a pay adjustment in a new position. Senior people who have been with the company for years are making only slightly more than new hires and still well below the industry average. Because of the higher turnover, more work is being put on the employees and the work-life balance is no longer a thing. When someone asked the owner said that the work-life balance wasn't a priority. Management talks about culture and positivity but the positivity has become toxic since the buyout. People are unhappy and we are told not to talk about it or to suck it up and deal. Management has been doing employee retention meetings with people trying to keep them from leaving but not fixing the problems. None of our complaints are being heard or they are being ignored. Inflation is destroying our salary as much as the loss of our bonus but we were told we wouldn't get a salary bump for inflation. Our HR person got us full remote, then they fired her. Even though we all tell the owners and management what we need they still say culture is more important. Culture doesn't pay for my kids daycare, my groceries or my house.