Heartflow Reviews

HeartFlow has struggled with out-of-touch leadership for a long time. Today, things are worse than ever. Multiple CEO changes in the last few years have led to an alarming turnover rate in upper management. Miscalculations have led to an equally high number of layoffs in the same timeframe. Leadership has a history of over-promising, under-delivering, and an unproductive, frustrating top-down product development style. Anecdotal data and the voices of a few individual customers drown out basic needs, supported by thousands of tickets, which have gone unmet for years. Priorities are in perpetual flux. We have bare-bones teams supporting numerous fat initiatives. Leadership is extremely opaque, does not acknowledge dwindling teams, and maintains almost comical optimism despite morale being lower than it ever has been in HeartFlow's history. Because of the morally positive nature of our technology, the company is blessed with superhumans willing to put their well-being on the back burner to do what is necessary to deliver (i.e., 1 person doing the job of 2, 3, or even 4 people). Despite our passion for what we do, burnout is rampant at every level. HeartFlow scaled back the PTO policy late last year. The company recently instated lengthy holiday shutdowns that are unpaid. Leave policies are ill-defined, difficult to navigate, and generally poorer than those of equivalent companies. HeartFlow was never very competitive with big tech as far as comp+benefits go, but be warned that it is actively scaling back what modest programs it had.

Unfortunately, the senior management team has created a toxic work environment, and they are not aligned on a strategy to execute. They have too many concurrent, high priority projects for the limited resources available and they have poor planning practices. The company consistently keeps missing its goals. It never meets its numbers. Product development schedules are consistently missed and the product quality is not what one expects from a company delivering a medical service. As a consequence, some employees burn out. The C-level executives are rarely in the office. They manage employees by requesting anonymous reviews from other employees. They often act on the unfounded criticisms of a small group. Often, the people subject to bad reviews have no opportunity to respond. Over the years, some employees that received good to excellent face-to-face reviews from their manager have been terminated without warning. If they are not happy with an employee, they often don't discuss the situation with the employee. Instead, they engage in passive-aggressive behaviors such as: • Removing work responsibility from the employee without discussion, rendering the employee’s role in the company insignificant • Ignoring or downgrading the importance of an employee's feedback or contribution • Excluding an employee from meetings or work without discussion These management techniques and behaviors trickle down through the management chain. The company has a culture where manipulators are often rewarded, to the detriment of the honest employees. As mentioned in previous Glassdoor reviews, the senior management team puts a happy face on almost everything. They cover up problems instead of acknowledging them.