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Thank you for sharing your experience with us. I’m happy to hear that your teammates, leadership, and the benefits we offer were bright spots during your time at Health Catalyst. Creating a supportive environment is a top priority for us, and knowing that it had a positive impact on you means a great deal.
To address your concerns about compensation, for nearly a decade, Health Catalyst has used Radford's salary survey data to inform and guide team member pay practices. Radford is a technology salary survey and as such, trends on the higher end of the compensation spectrum as compared to other reputable salary survey data, such as from Korn Ferry, Mercer, and Willis Towers Watson. Importantly, it's also the salary survey that includes job matching data for the vast majority of roles that Health Catalyst employs, which is critical. Radford data comprises hundreds of thousands of validated data inputs from companies across the globe that employ roles like Health Catalyst and, for those companies that participate and purchase its tool, is fully transparent in its methodology. This gives us confidence that we are using a credible source of compensation data. While reported salary data from every viable source includes lag time, Radford reports updates quarterly. As an organization, we have made the decision to update salary ranges annually, which is a best practice.
When we make these annual updates, we remain committed to working toward paying above-market rates, targeting the 65th percentile for all core team member positions, which represent nearly 90% of our workforce. We recognize, however, that we have not yet reached this goal for every team member in every role. We have been transparent in sharing that achieving this will take time, but we remain fully committed. In addition, as part of our 2024 planning, we decided to provide core team members with an above-market 5% base salary increase in late 2024, with many also receiving additional increases to bring them closer to the 65th percentile. Base salary increases remain a priority in our board-approved 2025 operating plan as well.
I also understand your concerns about the frequency of layoffs. While these situations are never easy, they are something most large companies navigate annually as they plan for the future. When it comes to workforce reductions, we remain committed to transparency and strive to communicate consistently with our team members what they can expect. I am grateful that more than 96% of team member positions, including over 200 new roles added in the past 12 months, have been deemed financially sustainable as part of the annual 2025 planning process. In cases where positions are identified as unsustainable, we are dedicated to supporting our impacted team members by offering generous severance, leveraging our networks, and providing references as they seek new opportunities. And I am always happy to personally connect with any hiring manager considering one of our affected team members.
Again, thank you for sharing your feedback. I wish you all the best in your next endeavor!
-Dan Burton
