- Pay. It astounds me the level of talent Omada is able to attract for the poor pay. The majority of coaches are RDs, licensed mental health practitioners, certified coaches and personal trainers, physical therapists, etc. There appears to be no difference in pay between experienced, highly credentialed coaches and entry level coaches. It's my belief that the ability to work remotely and work flexible hours is what initially attracts top talent. However, in the past year the flexibility has declined due to added work/required trainings, additional meetings, and target metrics. The trade off seems to be becoming less attractive. Their explanation for the poor pay is that they are offering compensation that is competitive with the average industry standard. For a company that strives to offer the best product and service and revolutionize health care, this is not good enough to retain top talent. Many highly experienced coaches are left feeling like their education/certifications don't matter.
- 90% of coaches are female, yet, a good majority of higher responsibility roles are male. It appears that males are promoted more often and more quickly than females in the company.
- Little to no opportunity for advancement. It appears that the same people continuously get selected for special projects and opportunities. There is poor visibility into special projects, and many times coaches find out about special projects after the fact.
- In my experience there has not been an effort or ongoing conversation by my manager to align my talent/career goals to present or future opportunities in the company. Conversations tend to be met with enthusiasm but no follow up.
