Health Catalyst reviews

Our pay is still lagging. I am concerned about our acquisitions. While we say we acquire companies that have the same values as we do, many of the teammates who have joined via recent acquisitions do not demonstrate these behaviors during their day-to-day work. They are aggressive about their product, not the company's mission. Instead of partnering for improvement, I've observed many speaking ill of others and refusing to listen, seek mutual purpose, or adapt to the new company they are now a part of. They demand things be adapted for them, and appear unwilling to integrate into the organization. They pretend they are, and say the right things when the right level of leadership is present, but behave differently in other meetings. This isn't to say Health Catalyst doesn't need to listen and learn from acquisitions, grow and adapt, but often, there are solid, data-informed reasons we do things the way we do. I've seen no interest from those recently acquired to seek to understand these things. Instead, they actively discount others' expertise and tell us why we need to do things the way they want us to do them. I also worry about our desire to aggressively grow. In many of the conversations and meetings I am involved in, the desire to grow appears to be more important than being a catalyst for improvement. The tone of conversations has changed, with many focused only on growth, not the unique benefit we bring to our clients and the patients they serve.

if you're reading this during interviews, make sure you negotiate a base salary you'll be happy with for a few years, as there doesn't seem to be a standard yearly 2-4% COL raise here. Company performance seems to dictate when/how much standard (non-promotion) raises are given. This is understandable for a company in the growth phase which is working hard to be sustainably profitable, and the RSUs do help, but are subject to the fluctuations of the stock market, and bonuses are not guaranteed although my understanding is they have been paid almost every year although not always at 100% (sliding scale). Be sure to be your own advocate during the hiring process as that may be your salary for a few years. "Unlimited" PTO is a racket that companies use to avoid paying out accrued vacation time upon departure and and minimize employee-related costs on balance sheets. I wish HC would move to a formalized PTO structure and renegotiate client contracts in such a way that doesn't subtly discourage taking time off work. I knew exactly what I was getting into with "unlimited" PTO and was sure to make sure my total compensation made it worthwhile for me personally. That said, my work life balance has been good and most weeks I am working 40-45 hours. Nobody questions my coming and going or when I take days off as long as my client is happy and I'm meeting my deliverables - your mileage may vary.