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      RLDatix

      Engaged Employer

      RLDatix reviews

      Extremely dissappointed - Credentialing RLDatix Employee Review

      1.0
      May 30, 2024
      Credentialing
      Recommend
      CEO approval
      Business Outlook

      Pros

      I'm struggling to find any.

      Cons

      Let's start with the micromanagement of time and PTO. The company handbook defines a FULL TIME employee as working "30 or more hours" but we are being micromanaged to 40 hours and then some. Being forced to take PTO in 4 hour increments even if your time away from work will be in excess of 1 hour but less than 4. Personnel have complained to ELT and HR but the gravity of some of the differentiating management approaches is not being seen. It's sad that the company is articulating that they are working on work life balance and pay but we don't feel it as employees. A lot of the positive reviews here are from new hires and employees who have been with the organization less than a year. That is the honeymoon phase of employment. We've had a lot of experienced people join our teams and we have lost them for these exact issues. These are not complaints that are unique to me. Compounding what I've listed, our customers are escalated left and right, and leaving our company. I would give no stars in all categories except DEI if I could.

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      RLDatix Response
      2y
      Thank you for your feedback; we sincerely appreciate it. We take employee feedback seriously and are always seeking to improve, as you’ve likely heard from our emphasis on participation in the regular Peakon engagement surveys. We do consider feedback from employees of all lengths of tenure, and would like to address your areas of concern: There are some differences among teams regarding PTO to ensure team coverage for the workload. There are also some differences when it comes to employment types – in that hourly employees and salaried employees may have differences in how PTO can be taken. If you’re uncertain, we encourage you to seek clarity from your line manager or HRBP. Our annual review process allows employees to understand how their performance is being evaluated. While many employees are meeting or exceeding expectations, there are employees who require additional coaching or guidance to meet their role expectations. The performance review or Performance Improvement Plans aim to ensure employees know what is expected and provide guidance and support to elevate performance. Again, thank you for your feedback and we want to encourage you to continue this dialogue with your HRBP for more personalized support.

      Explore other reviews about RLDatix

      5.0
      May 19, 2026
      Solutions consultant
      Recommend
      CEO approval
      Business Outlook

      Pros

      Work that directly contributes to safer care and better patient outcomes. Strong sense of purpose—you can see how what you do impacts real people. Passionate, mission-driven colleagues across the organization. Opportunity to shape how we support healthcare systems at a critical time. Growing commitment to aligning with customer realities and reducing complexity.

      Cons

      Pace of change is high and can create ambiguity at times. Processes, internal alignment, and ways of working are still evolving. Requires proactive communication and ownership to navigate effectively.

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      RLDatix Response
      1mo
      Thank you for your contribution to TeamRLD and for your thoughtful review. We're so glad to hear you also find our mission to be a meaningful one, and we thank you for your advice moving forward. We’re proud to have teammates like you contributing to safer healthcare, and we look forward to many more milestones ahead.
      2.0
      Jul 6, 2026
      Marketing
      Recommend
      CEO approval
      Business Outlook

      Pros

      The people I worked directly with were supportive and talented, and there were opportunities to learn if you were proactive.

      Cons

      Leadership frequently shifted priorities, making it difficult to execute long-term strategies or feel like work had a lasting impact. Communication around organizational changes often lacked transparency, which created uncertainty and hurt morale. The marketing organization felt under-resourced relative to expectations, and employees were expected to do more with less. Career growth and compensation did not feel competitive with the market, and recognition for strong work was inconsistent. If you’re looking for a stable environment with clear direction and long-term investment in employees, look elsewhere.

      2
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      RLDatix Response
      4d
      Thank you for taking the time to leave a review. We're saddened to hear that you felt there was a lack of vision during your time with us, and we understand and hear your concerns. Our goal is to create an environment where everyone feels valued and supported. Our newer Career Elevation Strategy gives global team members visibility into career progression, and even more recently, we are working on a rewards strategy as part of that effort. Additionally, we're currently working on guiding our direction by setting clear goals, inspiring teams, and improving resources for managers, which in turn will provide stronger leadership for our teammates. We appreciate your perspective and wish you all the best in your future endeavors!
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