Health Catalyst reviews

Lack of Trust Do we as a company truly believe that we can offer flexible PTO, parental leave, reasonable work life balance, and a long list of other benefits while still maintaining client satisfaction and profitability? Dan Burton believes we can, some others in leadership do as well. But it appears that many in various levels of management are skeptical, and it shows. We have exceptional benefits, but if we don’t trust our team members to act as owners and instead begin needing to spell out every policy we will have lost something valuable. Clearly some must have taken advantage of our great benefits for these feelings to occur, but the many should not be punished for the actions of the few. Difficulty in promoting As expressed in many other reviews, getting promoted at Health Catalyst is a feat unto itself. Processes have been implemented to try and resolve this, but these same processes are now used as a tool to further give leverage to management to not promote. Wildly broad skill set requirements must be met to 'level up' and a manager can use any weakness as a cause to hold a team member back rather than recognizing the specialized strengths. Drive can only get you so far It used to be when Health Catalyst was a young company, a person could come in with little to no experience, work very hard and learn quickly, and rise up the ranks. Unfortunately it appears this is no longer the case. Tenure has taken priority over commitment and drive, and it has resulted in a sour workplace for many trying to 'make their way' into the Silicon Slopes.

No company is perfect. I know growing pains are often cited in these reviews but it's true -- the company "feels" different than it did when I started five years ago and the dedication to transparency and open communication feels like it gets missed in the middle levels sometimes. Occasionally a job-altering decision that probably makes perfect sense gets made without any of the justification making it down to the individual contributors, and it can take a lot of asking "Why?" before the perfectly reasonable answer is found. Even striving to assume positive intent can have its limits when communication breaks down. While these instances are relatively few and far between, they are coming up more recently and my best guess is middle managers are used to having a small team around them who are directly affected by decisions, and haven't quite mastered communication of those decisions to larger teams when the effects of their choices are felt by a hundred or more team members. One other little thing is it can be surprisingly hard to find information on company policy -- we have a few sources of information, and searching them can be hard. While individuals who know are always willing to help you find what you're looking for, it would be great if things like HR policy documents, team guidelines, internal documentation and company-wide updates were all stored in one place, easy to search and organized well enough to understand. We may just have outgrown Box!