Health Catalyst reviews

We currently don't have a 401k match because of the economic turbulence from COVID, which I think most employees understand the situation and are okay with it. The thing that bothers me is I've heard leadership say "We have to earn the right to bring this back.". That rubs me the wrong way a bit. What does "earn the right" really mean? If it means we have to be profitable, then that makes me frustrated. We were not profitable before COVID and we still had 401k match, so I don't like hearing that we need to "earn the right". It feels like leadership may be leveraging the COVID card a little too much in our goal to get to profitability (with the 401k, and in other areas). Maybe the pressures of being a publicly traded company now? It just feels a bit off. The 401k going away is something that I can live with. The messaging is frustrating, but not as much as this next point I will bring up. It's the fact that I am seeing talented team members get promotions, taking on a lot more responsibility, stress, work hours, etc, and they are not getting compensated at all for it. Yet on the other hand, I'm reading through my Motivosity email updates and I see that we are hiring a lot of new employees. I don't understand it one bit. How are we hiring new employees, yet not giving increased compensation to those that are taking on more responsibilities and stress to their work? It makes zero sense to me. I was texting one of these individuals who is absolutely swamped due to a recent promotion, I was shocked to hear the amount of hours he was working and it just makes me mad that there is no additional compensation for it. The interesting thing about this text conversation was that this individual literally brought compensation up and then sent me a link of a company that pays the deserved salary for the new amount of work and expertise required..(aka this individual was already toying with the idea of leaving HC, very sad). I don't think HC is doing their employees a favor here. I think it's very noble and great to not have any layoffs due to COVID, thank you leadership!! But there comes a point, in my opinion, that if HC doesn't take care of their great employees the way they deserve, they will eventually leave the company. Those that leave will be the great team members and those that stay will be the ones that are not so great. So, in summary, it's great we had no layoffs, my fear is that if this drags out too long, we are going to see an exit of amazing talent, and then be left with the not so amazing talent. I just don't want things to backfire on Health Catalyst. Compensation is not what most individuals value most in the priority list, I promise. But when an individual feels they are not compensated correctly, the compensation topic surfaces to the #1 priority and sticks out like a sore thumb. I hope HC begins to pay those individuals that have received promotions, it's the only fair thing to do, especially when we are hiring new employees and growing. Lastly, I feel like Health Catalyst is a very "fit in" culture. To the point where I feel like we don't get a lot of healthy debate that takes the company to the next level. I have heard of individuals being blackballed time and time again because they voice their opinion. To me, differing opinions and experience is what diversity truly is. We don't have this like we should. Health Catalyst meetings are very "agreeable" if you will. You don't ever see someone challenging someone else's thought process. I think this is due to the culture of Health Catalyst. Everyone gets along and it's great. But I do think we would be a better company if there was a culture of challenging the status quo and not fearing you have to be black-balled for it.

- The company has a culture of "order taking" from clients. While we preach expertise, I have yet to meet anyone who is prescriptive in their approach to improving at their client site. Most analytics I've had to build aren't improvement related at all; just pointless client-specific report requests and data-dumps. It's very disappointing to join a company to fulfill an exciting mission, only to be let down that your work is just like working at any other hospital as analyst. - Health care knowledge is often more valued than actual technical skills. It was a little weird to me to be brought on as a junior team member when one of my team members at the highest pay-grade level in my organization had a hard time writing simple SQL queries. -Tooling is antiquated, and the culture of team members is resistant to change. We're still using QLikview as our primary analytics application, a tool that will be depricated soon, and lots of team members are digging in their heels about switching to anything else. - Expertise is not codified or wide-spread. You'd think after years of improving health care that there'd be well-known improvement best practices that were taught to new team members, but there has been no such thing. If we're trying to scale, our health-care improvement expertise needs to be taught to new team-members. Otherwise, I feel like I'm starting from scratch and will need 5 years in the company before I'm up to speed. - Your technical skills get dull if you only do client work - we're meeting hospital needs (20-30 years behind on technology) - don't expect to feel like a cutting-edge analyst. Catalyst provides a generous education allowance, but it's hard to take advantage of with client needs & duties. - It's very lonely to work here if you're newer - feels like there are several "in-groups" of early Health Catalyst joiners that all know each other, and I'm just a new-guy outsider. This has always been the case for me, even before the pandemic. - Project management is very scattered and disorganized, at least on the services side of things. Email is the primary tool used for delegating tasks and distributing information (Seriously? We're in the year 2020 now - there's no reason to send files through email & Trello is not that hard to learn/use).