Pros
-flexibility of schedule: as long as the work got done there was nobody going around checking desks or micromanaging you. - Pay was good for the role and market. - They hired smart people for the tech department but had to supplant capacity with a lot of offshore contractors. - The idea of Zoomcare was great. - There were opportunities for clinical staff to move into other roles, and we frequently brought in new people to give them a shot at something different. - Benefits were really good.
Cons
Don’t let the string of reviews lately fool you, it’s all astroturfing nonsense by HR and Recruiting to attempt to put makeup on the pig. -Leadership: upper company management spoke a lot of high goals and aspirations but ultimately couldn’t achieve them for various reasons. There was a lot of in-fighting and favoritism being played. Lots of “old guard” that had roles created to keep them around instead of shedding ideas that lead to the company getting where it currently is. - Knee jerk reactions that caused a lot of money to be spent on inferior products for tech. The organization was days away from turning on new features to start replacing an antiquated system and decided to throw it all away. - Departments like to fight with one another and jockey for position to receive funding. Not uncommon but it’s amplified here. - moral was hilariously low amongst lots of our clinic staff. Providers didn’t get any flexibility and clinic associate staff was often undertrained, underqualified and in some cases shouldn’t have been part of the organization to begin with. Providers often had time off requests denied or ignored. - clinic management treat clinics more like cellphone kiosks than medical clinics, focusing on how to increase revenue instead of how to provide better care. - Department heads often have their hands in too many things at once and have too much influence. Those who are good at what they do are handcuffed because they refuse to play the games.