Toxic culture overshadowing remote work benefits - Software Engineer Judi Health Employee Review

2.0
Jun 9, 2026
Recommend
CEO approval
Business Outlook

Pros

The work is still remote. Some folks try to keep a positive attitude and be friendly.

Cons

To say it has an Incredibly toxic culture would be an understatement. Somehow it manages to be more bureaucratic than legacy transnational enterprises with backwards practices like monitoring your work with ActiveTrack. And simultaneously it pretends to be a hip startup with pressure to move ship fast and worry about stuff breaking later. Also questionable communication style that is condescending. and too informal, casual cursing etc. It's the worst of both worlds imo. Because they were a startup not too long ago they also retain this weird power dynamic where there's an inner circle, and people with very large egos that feel like casual cursing is somehow acceptable for them because they are edgy and special. It's very odd. Very opinionated engineering practices. A strange focus on output quantity for metrics Fingerpointing when things break

Explore other reviews about Judi Health

5.0
Jul 16, 2026
Recommend
CEO approval
Business Outlook

Pros

Company has massive growth potential

Cons

Sometimes the work can be overwhelming

1.0
Jul 7, 2026
Recommend
CEO approval
Business Outlook

Pros

Not much positives while I was there.

Cons

Joining this company initially felt like a great opportunity, but it quickly became clear that the internal culture and leadership dynamics were deeply unhealthy. One of the most troubling things I experienced was bullying by tech leads who were closely aligned with upper leadership. I witnessed a tech lead, a Scrum Master, and a Product Manager coordinate to give poor performance reviews to an entire team — not based on merit, but seemingly to justify replacing the team with others they preferred. That team was dismantled and rebuilt multiple times, yet the individuals behind the dysfunction remained untouched due to their close ties with company leadership. Favoritism was widespread. Certain individuals were shielded from accountability because of personal relationships with executives, while others — even high performers — were unfairly targeted. Performance reviews were weaponized, with some given the power to evaluate others while never being evaluated themselves.

7
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