Pros
The company culture emphasizes support and flexibility, with multiple scheduling options available. Mindfulness and wellness activities are incorporated into meetings, which adds a thoughtful touch. Despite being fully remote, help is accessible and communication with leadership is encouraged. Paid holidays include a birthday benefit, which is a nice gesture and adds to employee appreciation.
Cons
Workflows and documentation expectations change frequently, which is understandable in a healthcare setting. However, time to adapt to these changes often felt limited. There were moments when the expectations around documentation time and productivity created some confusion. Annual raises coincided with an increase in productivity expectations, which made it feel more like a workload adjustment than a merit or cost-of-living raise. Flexible scheduling options (such as four extended shifts per week) came with some limitations. For example, holiday pay is prorated based on an 8-hour standard, regardless of the actual shift length. Additionally, employees on non-traditional schedules were not eligible for certain flex-time benefits. Productivity expectations are clearly defined, but time spent in required meetings or trainings is not always reflected in those metrics. This can create added pressure, especially when metrics are adjusted upward during the year. While the company enhanced its 401(k) matching program, the new structure requires a longer vesting period, which may benefit the company more than the individual in the short term. The company culture is polite and respectful, but some messaging in meetings felt overly focused on perks rather than addressing systemic workload concerns. Sick leave could be improved, especially for employees working longer shifts, as current policies may not offer sufficient coverage for a full sick day.