Seattle Children's reviews

Seattle Children’s does not consistently act on repeated, well-documented concerns about leadership effectiveness and team health. This gap is particularly visible within the Physician Relations team. Candidates considering the Communications Manager role supporting Physician Relations should view this position as high-risk from a retention and work-environment standpoint. The role has experienced sustained and unusually high turnover. Over roughly 2.5 years, four Communications Managers have left the position in quick succession, including three experienced internal hires with strong performance histories. The key issue was a psychologically unsafe, abusive work environment due to team top leadership. In the fourth case, an external hire’s forced departure followed her escalation of concerns through HR channels by less than a week. Beyond turnover, there are recurring concerns about how performance is managed and communicated. Comms Managers in this role experience inconsistencies between their day-to-day contributions and how those contributions are represented upward, creating confusion around expectations and performance evaluation. There exists a highly controlling management approach, including overly tight oversight (micromanagement) of communications and limited autonomy in executing core responsibilities. Additionally, the role is constrained by restricted access to key internal stakeholders, which limits the ability to build relationships and effectively perform core communications functions. Visibility and recognition are not consistently shared across the team, which negatively affects morale and collaboration. Taken together, these patterns point to a work environment where employees feel closely monitored, insufficiently trusted, and limited in their ability to succeed. This has had a measurable impact on retention and team stability/satisfaction. I'm able to report this reliably, having been in the role myself and spoken extensively with all other Comms Managers who have held the role. Departing employees have relayed their serious concerns to HR about the key leader on the team, describing in detail their failure to meet Children's leadership and management standards, including creating a psychologically unsafe working environment. Despite this, there has been limited visible intervention by HR or sustained improvement. While reporting structures have been adjusted to place the Comms Manager role informally within Marketing, Physician Relations leadership continues to exert significant influence over the role’s work and priorities. The most recent departure of the Comms Manager in spring 2026 indicates that these changes have not resolved the underlying personnel concerns. Prospective applicants should ask direct questions during the interview process about team turnover, leadership style, decision-making autonomy, and how employee feedback has been addressed. The responses—and how comfortably they are given—may be informative.

Lacks a diverse and inclusive culture, poor training for neurodivergent individuals, management is dismissive of concerns of bullying, management also demonstrates favoritism.