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      Health Catalyst

      Engaged Employer

      Health Catalyst reviews

      3.3

      44% would recommend to a friend

      (782 total reviews)
      avatar

      Ben Albert

      28% approve of CEO

      24% positive business outlook

      Ratings by demographic groups

      Health Catalyst has an employee rating of 3.3 out of 5 stars, based on 782 company reviews on Glassdoor which indicates that most employees have a good working experience there. The Health Catalyst employee rating is in line with the average (within 1 standard deviation) for employers within the Healthcare industry (3.4 stars).

      Reviews by job title

      782 reviews
      5.0
      Feb 24, 2019

      Incredible company - the real deal

      Engagement leader
      Recommend
      CEO approval
      Business Outlook

      Pros

      Our CEO is fantastic genuinely cares about team embers AND about our growth. The industry is fickle and HC keeps an ear to the ground to sense shifts that we need to be ready for. The vision is real as is the passion of the majority of staff. Although it will be about 2 years without a raise (due to my current salary, ranges and restructuring), I accept this as a small loss that is offset by the generous benefits, stable work environment, bonus's and education benefit. Everyone I work with is willing to go the extra mile or two to make sure our clients needs are met. I feel blessed to be at Health Catalyst and hope to continue to contribute for many more years.

      Cons

      There is a bit of a boys club in upper leadership. I think it is viewed as this due to the longevity and gender of some leaders. However, it permeates the culture and is noticeable. Some sense this small group of men make behind the scenes decisions and bypass transparency; some people have been 'black-balled' due to ONE person's experience that was shared with other men in the club. Maybe that is the nature of the beast, but it doesn't fit in the culture HC is promoting. The other major issue I see is communication barriers between departments; I think people try but the wheels spin fast at HC and it is a challenge to keep up.

      avatar
      Health Catalyst Response
      7y
      Thank you very much for sharing this feedback. I have read it and reread it, as there are some elements in this feedback that are critical to deeply understand and then ensure we address. Thank you also for your kind and encouraging words regarding the positives of your experience. Also, I appreciate your willingness to sacrifice for the company -- but I am also happy to share some good news with you. Last month as the board approved our final 2019 operating plan it included a salary increase policy change, that enables us to give every team member who is not on a performance plan a base salary increase, even those who are at or above the 75th percentile for their position. It won't be a huge raise -- likely around 1.5% -- but it's something, and it was important for us to find a way to include it, to recognize and express appreciation to every team member for their great work. So that will come for you as of January 1 of next year. I'm also really grateful for your long-term commitment to the company and its mission. Your deep engagement in the mission is at the center of our flywheel -- and it is central to our long-term success. Thank you also for sharing your concerns about upper leadership and the potential of being a bit of a 'boys club.' This is a dynamic that I am concerned about as well, as we do have a leadership team that, like nearly every other level of the company, includes only approximately 30% of its members who are female. The tech industry in general is even more skewed towards males. I also am concerned about the notion of a team member being hamstrung in their opportunities at the company based on only one person's experience. We have a stated performance management policy where we give team members a second chance for precisely this reason, among a few other principle-based reasons, including exhibiting the humility to recognize that when there is a performance issue, almost always we as a company could have done better in that situation as well. Furthermore, I want to share a deep personal view that it is critical that no one is untouchable, including myself and everyone else at every level of the company. It is critical that we be consistent in our commitment to the values of the company. And when we make a mistake, that we quickly admit the mistake, apologize, and work to fix it. This applies to me, to every member of the board and the leadership team and every other team member at Health Catalyst. Let me conclude with an invitation. Would you consider setting up a 1:1 with me to help me better understand these items so that I can be better informed in seeking to address any issues and enable our company and our leadership to improve? I would commit to you to keep our conversation private, and would very much appreciate the opportunity to better understand your perspective. Just reach out to Jenn Howard, my assistant, if that will work for you. Thank you again for your commitment to helping our company be successful, to helping us achieve the worthy mission of the company, and to being willing to stay committed to this mission long-term. Best, Dan
      5.0
      Feb 22, 2019

      Not #1, but chasing it

      Product development manager
      Recommend
      CEO approval
      Business Outlook

      Pros

      I already know that the "Cons" and "Advice to Management" I present below will be seriously considered, starting with the CEO. Yes, senior leaders really do care. Amazing work-life balance. Yes, the expectation is high to deliver results, but so is the flexibility to achieve those results. Taking paid time off (unmetered, by the way) is not only allowed, but even encouraged and modeled by management. The "Health Catalyst Way" is not just a plaque on the wall. They're serious about the culture of integrity, humility, etc. No, we haven't arrived. People fail to live up to it regularly. But it's not something that gets hidden. Failures get lights shined on them and steps taken to correct them, while still honoring and affirming those who are trying and making progress. That culture means the culprits are often the first to acknowledge their own failures. Finger-pointing stalemates are rare. Flexible and generous financial support for self-improvement includes both skills training and physical health and well-being.

      Cons

      Things seem to change pretty frequently. What got you ahead yesterday won't necessarily get you ahead tomorrow. It's a high-growth, responsive company, so maybe it has to be that way, but if you're looking to hone mastery in a single narrow skill for the rest of your career, this may not be the place for you. HC will support you financially in self-education, but it's probably up to you to figure out what that self-education looks like to further your career. (That can be both pro and con.) There are a lot of pieces in the Health Catalyst solution stack, and it can be hard for newcomers to see what they are and how they interact. Communication attempts are made; people present both high-level solution and low-level technology updates in our frequent all-company meetings, but even the intro slides often presume a certain level of understanding that not everyone has.

      avatar
      Health Catalyst Response
      7y
      Thanks very much for this detailed review and these thoughtful suggestions. And thank you for joining Health Catalyst this past year! Also, I love the term "whatever-mart" -- I'm going to reuse that for sure! Also, thank you for your kind words, and for sharing several positives that you've experienced thus far. We will strive to live up to those positive comments, and I'm encouraged to hear of your experience. Finally, thank you for the perspective and advice in terms of useful technical training for new team members. I will follow up with Linda Llewelyn (our Chief People Officer) to ensure that she and the members of the education & training team have reviewed your feedback, and I would encourage you to reach out to Linda directly to share additional insights, and to help us get better in this area. Your suggestions resonate with me, and I'd like to see us continuously improve in our on boarding and training processes. Thank you again for coming to Health Catalyst, for contributing to our important product development activities, and for sharing this feedback. Best, Dan
      4.0
      Feb 21, 2019

      Culture is key

      Anonymous employee
      Recommend
      CEO approval
      Business Outlook

      Pros

      * True focus on results improvement - you can feel good about what you do here * Constant challenge - you're not going to be bored * Acknowledgement of contribution - both as an individual and as a team, the company understands the need to acknowledge (and compensate) those who contribute to its success * Values - I have never been with a company who is so focused upon embracing and 'living' their stated values * Flexibility & balance - I love the ability to work from home, to attend my kids' sporting events, and to have a life - provided that the work gets done. * Nice stuff/benefits - the excellent benefits/no PTO plan, along with free drinks/snacks etc. that is so appealing in this industry

      Cons

      * Bonus focus - everyone seems to be excessively focused on the quarterly bonus * Values - while a pro, it may also be a con for some. I've had teammates comment that the value focus (including certain handbook guidelines) seems to be influenced by the predominant religion at the corporate offices. * Bait-and-switch? - as the company moves from tech startup to viable going concern, there is an increasing focus on the bottom line. It seems like only a matter of time before all that stuff that is necessary to bring in the talent at the initial phase of the company's existence will go away to satisfy the investors.

      avatar
      Health Catalyst Response
      7y
      Thank you for sharing this detailed and insightful feedback. And thank you for choosing to join Health Catalyst this past year. I am encouraged to hear of your positive experience, including feeling a connection to the mission of enabling massive, measurable improvement, the values, and that you have found the benefits to be positive. I also appreciated your feedback on what could be improved, as well as your advice. Regarding the bonus focus, that is an interesting observation. In a way, it is encouraging to hear, in the sense that every team member is focused on those objectives -- and that is, from my perspective, very helpful and positive, provided that we keep the bonus objectives focused on the right measures that are tied to the company's achievement of its mission. I might hope for a different reason 'why' team members are quite focused on the bonus metrics -- more because of those metrics' connection to the company's success (including the continued focus on measurable improvements and on team member engagement, for example), with a secondary reason tied to the personal financial connection. We will try to emphasize the importance of the "intrinsic" motivation to help the company achieve its mission. This should be the most fundamental motivation for each of us. Regarding the values, I appreciate you sharing that perspective. And I believe the values of the company have definitely been shaped by the religious beliefs of many team members, myself included. My perspective of this connection is related to the concept of emphasizing timeless principles, principles we did not invent, and principles that are referenced in the beliefs of many, if not most, faiths, certainly including my faith as a member of the Church of Jesus Christ of Latter-Day Saints. Principles like humility, respect, love, the golden rule, and transparency each fall within this definition of timeless principles, from my perspective. Regarding handbook guidelines, we can take a look to see if any updates/edits would be appropriate. I know that we've made a few useful updates over the past few years. If you have any specific suggestions, please feel free to reach out to me or to Linda Llewelyn, our Chief People Officer, and we'd be happy to seriously consider those suggestions. Regarding the concept of a bait-and-switch as the company matures, I appreciate you bringing this concept up. I believe this is a question lingering within the minds of many team members. Will Health Catalyst abandon its values as it scales, and as it necessarily focuses on becoming more financially sustainable? There is reason to wonder, based on what can be observed as many other companies have evolved and matured and scaled. In tomorrow's all-team-member meeting we will discuss our leadership team's approach to counterbalance this trend, and to reinforce our commitment, now more than ever, to the values of the company, and to the focus on team member engagement. One reason we spent many dedicated hours over the past six months, as a leadership team, and with board involvement, updating the Health Catalyst Way, was to help signal this stronger-than-ever commitment to the company's values. I will share some other examples of us seeking to reinforce this message, particularly to team members, tomorrow. But one more example is a personal goal, for me, in 2019, to double the number of skip-level 1:1s with teammates completed, from the prior goal of 100/year, to 200 this year, to stay deeply connected to our teammates, to listen carefully to their feedback, to reinforce to team members that they continue to be my #1 priority, and to strengthen our focus on achieving the mission as we scale. Finally, I would invite you to reach out, if you'd be so inclined, to visit 1:1 with me regarding how we can focus on what is most necessary to retain our talented team members. This is a topic that is really important to me and to us as a leadership team, and I would welcome your thoughts and ideas here. You can help me reach my goal of 200 1:1s this year! Thank you again for taking the time to share this feedback, and for choosing to join Health Catalyst and contribute to the company's mission! Best, Dan
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