Health Catalyst reviews

3.3

41% would recommend to a friend

(184 total reviews)
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Ben Albert

44% approve of CEO

24% positive business outlook

Reviews by job title

184 reviews

Reviews about "Compensation"

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5.0
Oct 9, 2025
Recommend
CEO approval
Business Outlook

Pros

Before 2025, the company's benefits and leadership were excellent.

Cons

As of 2025, all benefits have been suspended until the end of the year.

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Health Catalyst Response
8mo
Thank you for sharing your perspective. We appreciate your recognition of the strengths the company had before this year and the dedication of team members during challenging times. As we shape our 2026 strategy, we’re carefully evaluating how we allocate resources to ensure organizational success, identifying where to invest and how to utilize those resources most effectively, all guided by a clear and focused plan. Your feedback is helpful, and we will continue to communicate updates as progress is made. -Ben Albert
1.0
Oct 9, 2025

Once a Great Company with Strong Values

Recommend
CEO approval
Business Outlook

Pros

Unfortunately, there are very few remaining positives to highlight about Health Catalyst. One potential benefit is the work-life balance, though it may have been impacted by the numerous rounds of layoffs. Another is the dedication of the remaining employees who continue to believe in the company’s products and work hard to maintain their quality.

Cons

This was once an amazing company built on strong core values and a culture that truly set it apart. I used to stand firmly behind Health Catalyst and believed in its mission 100%. Unfortunately, over time, the company has deteriorated due to repeated rounds of layoffs. While one might expect layoffs to help stabilize financials, these actions appear to lack clear strategy or consistency. Decisions seem arbitrary—employees are treated as numbers rather than valued contributors. Performance, tenure, or dedication no longer seem to factor into employment security. Many talented, experienced, and hardworking individuals have been let go, while less experienced or underperforming employees remain. This has negatively impacted both the quality of the products and the level of client support. The remaining employees are left overextended and struggling to maintain the high standards the company was once known for.

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Health Catalyst Response
8mo
Thank you for sharing your perspective. I appreciate you recognizing the dedication of team members and the effort to maintain product quality despite challenges. We understand that repeated reductions in force and the way decisions were made and communicated have created uncertainty and frustration. Moving forward, we are reviewing how decisions are made to ensure they are consistent, data-driven, and focused on retaining the skills that matter most for our products and clients. Your feedback reinforces the importance of clarity, honesty, and fairness, and it will inform the improvements we’re working on. -Ben Albert
1.0
Sep 6, 2025

Stay Away

Recommend
CEO approval
Business Outlook

Pros

The work is often meaningful.

Cons

Annual bonuses were eliminated for the majority of employees. Management sold this as a good thing, citing a move to re-benchmark salaries to the 65th percentile from the 50th. They didn't do this and recently decided to move the target back to 50th, basically meaning they gave most employees a significant, permanent pay cut. When they announced the renege, they also announced other pay cuts. This amounts to them cutting our pay 2 years in a row. This, combined with declining quality of benefits for a higher cost, constant layoffs (about every 3 months like clockwork for multiple years), and increasing demands on each employee, are a recipe for burnout. If you like employers that stand by their word and value their employees, this is not the company for you.

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Health Catalyst Response
8mo
Thank you for sharing your perspective. We appreciate you calling out both the meaningful work and the serious concerns. Eliminating bonuses for core team members and changing pay benchmarks without delivering on commitments has damaged trust, and that’s not acceptable. We, as a leadership team, are focused on rebuild through feedback, clarity, openness, and follow-through. We’re actively reviewing our compensation practices and benefits, and we remain committed to transparent communication. I agree that retaining top talent means treating team members as investments. As we plan for 2026, we’re reassessing how we allocate resources, ensuring our investments are strategic, effective, and aligned with a clear organizational strategy to drive success. -Ben Albert
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