Health Catalyst Software Developer reviews

Thank you for your feedback, and for your 3+ years of contribution to Health Catalyst. I'm grateful for your insights and I agree that we need to keep our focus on competitive compensation. I hope since you wrote this review you've seen some further progress here, with the July benchmark- and promotion-related base salary increases and with the July 401(k) match increase. We'll keep making this a topi priority for 2023 as well, striving to keep our commitment to every team member, at every level, in every department, to pay at or above market. You have my commitment, every single day I am in this role of CEO, to keep you at the center of everything I do, to keep team member engagement as my #1 priority every day. Thank you for your commitment and dedication! Best, Dan

Thank you for your review and feedback, and for your contributions in the critical role of software engineer these past 3+ years. I apologize for confusion caused by our recent communications regarding PTO time. In response to multiple team member requests to please share a "minimum" PTO that we would like every team member to always take, so that team members who struggle or feel guilty taking time off would feel strongly supported and encouraged to do so, we shared the recent communication update that we recommend a "minimum" of 28 days off per year, or just over 5 1/2 weeks between PTO and company holidays. Our benchmarking highlighted that Health Catalyst has quite a few more company holidays than most other tech companies, by approximately one week, and we also wanted to highlight flexibility that if the company holiday doesn't work as well as another day for a team member to take off, we support this. The 5 1/2 weeks was the "minimum" we wanted to communicate, and we've also shared this guideline with every people manager so that they can encourage every team member to take this time off at a minimum, in the spirit of encouraging balance and sustainability. We also communicated our support for team members to take meaningfully more than this time off, and even an expectation that it would be typical for team members to take more like 6 1/2 to 7 weeks off, total, between company holidays and additional PTO time, and still be in a strong position to meet all their work deliverables. Further, in our communication we shared support for "flexible" PTO as needed beyond this amount for special circumstances, where team members can work with their managers, with no additional approvals required beyond the team member and their direct supervisor. Our most recent benchmarking data suggested this "time off" range fell meaningfully in the "above market" category for this benefit component, which is our objective for all our benefits. I hope this further clarification is helpful. We'll emphasize the "flexibility" part in today's All Team Member meeting, and our support for team members to take meaningfully more than the "minimum", absolutely. Thanks again for your review and feedback. Best, Dan