Health Catalyst reviews

Thank you for sharing your experience so openly. I appreciate your kind words about the team and our leadership approach during your time here. I understand your concern about periods of underutilization and the impact that can have on personal and professional growth. As one of our key cultural attributes is continuous learning, I’m saddened to hear that you didn’t tap into the programs we have in place to enable this growth, including our $10,000 annual education allowance for manager-approved activities, including tuition, professional development, and conference attendance. In addition, our team leaders host annual career planning sessions, where managers and team members collaborate to assess progress, set goals, and explore opportunities for advancement. These sessions help align individual aspirations with career opportunities, with the goal to foster a supportive environment where our team members can thrive. It is also unsustainable from a company perspective for team members to not be fully engaged in the important work we have committed to complete for our clients. I understand that from your experience, having you underutilized was not good for you, but it was also not good for the company and not consistent with what we as a company expect from each team member who commits to bring their best to their work and to be deeply engaged in the work at hand. In addition to the annual reviews we have in place, we always encourage our leadership and extended leadership team members to regularly connect with direct reports during 1:1s to give team members the opportunity to voice their concerns and hopefully resolve them. While we aim to build a workplace where our team members can grow, I am confident there are ways we can improve here, and I appreciate you bringing this to light. We’re continuing to work on aligning opportunities more effectively across the organization and encouraging a culture where feedback, accountability, and thoughtful conflict are welcomed. This accountability is required of everyone, including every team member, and we would expect each team member to speak up and proactively work to add value to the company if they find themselves underutilized. On compensation and benefits: we remain committed to reaching above-market pay, targeting the 65th percentile for all core team member roles, which make up nearly 90% of our workforce. As we’ve shared, this is a multi-year journey, but one we revisit and prioritize with every planning cycle. We provided every core team member with an above-market base salary increase of 5% in December 2024, in support of our commitment to competitive compensation. While the uncertainty around potential workforce reductions is difficult, it’s something most large organizations face as they plan responsibly for the future. I’m grateful that, following our most recent planning cycle completed in February, over 96% of team member roles, plus 200+ new positions added in the past year, were deemed financially sustainable. That level of stability is something we’re working hard to maintain, even amid broader economic challenges. Thank you again for sharing your thoughts. I wish you all the best in your future endeavors. -Dan Burton