Meditech Reviews

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Before I dive into it, I want to encourage readers to sort these reviews by the oldest ones available and look at the feedback. You will be reading reviews from "the good old days" that recent reviews allude to -- before the terrible new CEO, before bonuses and holidays were slashed, before the latest iteration of insane time tracking. Note what you see. It's all the same pleas to management to offer livable wages, promote outside talent into leadership positions to freshen up a stale culture, get an actual HR group, etc. The same core group of upper management has been seeing the same suggestions for improvement for over a decade; they are not going to change. Now, to summarize what is not going to change: 1. The pay is horrible. Here's a rundown of what I earned throughout my employment at Meditech versus the two-ish years since I have left. Nothing in this review is meant as me boasting, or should be taken as me landing some dream job. I assure you my new gig is a very middle-of-the-road position at a very middle-of-the-road company that pays market rates. Note these are Massachusetts numbers; I can't speak for Minnesota or Atlanta's experience: Hired at Meditech in 2013 at $39k, almost always got the "best" raise of $3600 each year. Bonuses were cut about three years in, and a small salary increase to compensate got me to $50k. Immediately after this bump, everyone got bumped to $50k anyway due to anticipated salaried overtime laws. A few years and a promotion to Lead later, I leave in late 2019 making $62k. So, an extra $23k over six years, with a reduced bonus and a pay bump in there that was essentially mandated by law. I left for a new company, doing the same thing, for $95k. Less than a year in, I was bumped to $120k once I learned the ropes. Already a bigger jump than my whole six years at Meditech. And right now, about 2.5 years since I left Meditech, I'm at $150k because I got the word "Senior" in front of my title and that's the market rate for this role. My health insurance deductible went from $0 at Meditech to $1,500 at my new job, which is a shame, but I'd say I'm still coming out on top. Meditech still tries to sell you on longevity being rewarded, but it just isn't. Even if you manage to move up in the company (which is extremely difficult and luck-driven on its own...) you aren't going to come close to what you'd be making anywhere else. Those Directors or Computer Scientists who work so hard all the time are probably making less than this, and I promise you I am not working harder or adding more value than them at my current role. 2. You aren't going to get more of a voice in the company. It's not as if HR is some wonderful construct that makes other organizations more democratized, but it's better than the crony "Ombudsmen" that Meditech has. The company is never offering stock again (note, in my whole tenure I never had an option to buy it anyway,) so you're not getting heard as a shareholder either. Your immediate management is powerless to effect change more than one step up in Meditech's silly bureaucracy. Senior Management is going to continue to siphon value into their own pockets, run the company like it's the 90's, and promote the absolute worst people for the job (see: Michelle O'Connor as CEO. Other reviews will give you the details but even reviews from 2019 saw the writing on the wall here and knew how bad a choice she was.) The company's old public SEC filings would indicate that they know it's a gigantic risk to the company to have the same stale Senior Managers running the company; go look it up in the Intranet, if that's still around. But they don't care. This isn't about a long term successful company for them, it's about filling their own pockets and feeling important. 3. The time tracking, lack of trust, and diminishing flexibility aren't going away anytime soon. Before the Time Machine / Insight tracking, it was "Actuals" and "Tempo." Before insane background checks it was Core Trax to keep tabs on you at all times. The lack of trust isn't just tracking either: it's why the company doesn't pay for certifications. They fear that any efforts employees make to better themselves will lead to them leaving. And, to their credit, they're right. Two of my direct coworkers forked over the $100 for a basic Agile certification online exam (spent a weekend studying,) and then were immediately swarmed by recruiters -- ultimately leaving and nearly doubling their pay. These ideas of controlling (and even kind of resenting) employees are embedded in Meditech's culture and that won't change without this company ceasing to exist as we know it. Flexibility used to be ok when our pre-COVID standards were "WFH for up to two days a week after 3 years, wow!" Now, in my new role, I haven't been in the office since March 2020 except to take home my office chair (freely provided btw,) and can work from Buenos Aires for a few months as long as I tell IT ahead of time. Whereas Meditech is forcing people back into the office and not letting them work remotely from a non-primary residence -- all so they can feed the CEO's ego, see people in seats, and not cause a collapse of the house of cards that is their best actual asset: their real estate. (They literally acknowledged in their public SEC filings that this is their primary asset, by the way.) 4. The culture is always going to foster mediocrity. Even with all this time tracking, have any of you current employees seen consequences for the under-performers? No? People are still phoning it in, refusing to learn newer technologies, and taking weeks or months to resolve basic tickets? Your coworkers are still printing out Jira tickets because they aren't good at using web browsers? These are the same coworkers who are getting promoted into the next level of pointless middle management? Then why would anything change? The culture is not going to punish under-performers with termination or improvement plans, and it's not going to reward solid performers with anything approaching what could be earned at a properly running company, so what is the incentive to care? 5. The product just isn't good. I'm still in a health software role, for products that integrate with EHRs, and I can tell you that Meditech is never even acknowledged as a real player in this space. Re-branding "version 6.16" as "Expanse" and making a UI look like it's web based doesn't actually bring the product into the 21st century. Tiny customers in the middle of nowhere aren't going to move off of the legacy products from the 80's because they don't need to (you keep supporting them!) And substantial customers are largely on other vendors already, or looking to switch. Nothing that Meditech is doing is innovative, unfortunately, and the cost isn't even really better than Epic these days anyway. There's not going to be a breakthrough product/moment that really puts Meditech on the map, sorry.