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      HCSS

      Engaged Employer

      HCSS reviews

      4.2

      86% would recommend to a friend

      (235 total reviews)
      avatar

      Steve McGough

      95% approve of CEO

      75% positive business outlook

      Ratings by category

      4.5

      Culture & values

      4.4

      Diversity & inclusion

      4.4

      Work/Life balance

      4.3

      Career opportunities

      3.9

      Senior management

      3.8

      Compensation and benefits

      HCSS has an employee rating of 4.2 out of 5 stars, based on 235 company reviews on Glassdoor which indicates that most employees have an excellent working experience there. The HCSS employee rating is in line with the average (within 1 standard deviation) for employers within the Information Technology industry (3.7 stars).

      Ratings by demographic groups

      Reviews by job title

      235 reviews
      4.0
      Sep 7, 2020

      Incredible People, Structural Issues

      Anonymous employee
      Recommend
      CEO approval
      Business Outlook

      Pros

      -The people at HCSS are incredible. HR does a great job of interviewing for culture fit, and truly brings the brightest, most eager-to-help people to the team. I really feel that my colleagues sincerely want the best for me and will spend time helping in any capacity if requested. It's a great feeling to know people have your back at work! -I do think that the "ownership" element of HCSS is a great pro-- everyone from the bottom to the top is directly invested in the success of our customers with our software. We all get profit sharing and we all want it to be as high as possible, so we do everything we can to make our customers successful. -There is an emphasis on professional development and growth, and I am consistently encouraged by my boss to take time for development in my day-to-day schedule, and to look for ways to continually improve. -Our software truly adds a lot of value for our customers, and it feels good to know that we are truly selling a good solution (usually) to their problems. We get great feedback from them and it's nice to be able to be truly helpful to them. -HCSS is very focused on wellness, so there are multiple oppotunities for fitness at the office. There is a gym (small but everything you need for a good workout), a track, and a soccer field. Lots of runners if that's your thing you'll definitely find a buddy. Weekly yoga classes, other classes as well throughout the week. My only constructive feedback re: wellness is that there is some odd emphasis specifically on weight loss rather than overall wellness, and I hope that HCSS can focus more on overall health and wellbeing (including mental health) rather than being hyper-focused on weight loss and calories in their wellness messaging. Overall though, this is an element of the HCSS culture that I appreciate. Working out over lunchtime is normal and encouraged, rather than looked down upon as it is at some companies.

      Cons

      -Pre-COVID, WFH was very much looked down on. Even though officially you were allowed to WFH once every other week, it was always frowned upon, sometimes explicitly, especially by leadership. Currently most people are still WFH due to the virus, and I sincerely hope this changes the HCSS culture and WFH policy moving forward. Our teams have done amazing work while WFH and I hope that the company recognizes that while having a campus is cool and being in the office sometimes is definitely more beneficial-- that employees who prefer to WFH or need to more often should be able to do that more than once every other week. Especially those of us with long commutes! -While there is a refreshing amount of diversity at HCSS, that does not really extend to leadership. The executive team are exclusively men, and there are very few women at HCSS in leadership roles. This has been brought up before to the CEO in a Q&A, and he brushed it off as if it was nothing. I agree that the executive team is competent and don't question whether or not they should be on the team, but it is a red flag to me that the executives seem to think the lack of gender and racial diversity in leadership is not an issue at HCSS. -Potentially part of why there are so few women in leadership, one of my biggest cons with HCSS is that there is no paid parental leave whatsoever. Again the CEO has addressed this in a Q&A, stating that paid maternity leave takes money from one group of employees and gives it to another, and that it gives preferential treatment to employees having children. He said "While having children is very noble, I see no reason we should be subsidizing it." -- Personally, I am gobsmacked that this opinion is still held in 2020 and ok'd by the rest of the executive team & HR leadership to hold this position as a company. HCSS often cites being inspired by companies like Apple & Google-- both of which offer 16+ weeks paid maternity leave and 7+ weeks of paid paternal leave. Employees who have a child have to scrounge together PTO time, short term disability, and unpaid FMLA to take parental leave. I can't believe that this isn't a bigger issue at HCSS and I definitely see this as a huge issue as the company grows. Please HR, get on this. It's 2020. If you want to retain female employees, you need to fix this.

      avatar
      HCSS Response
      4y
      Thanks for your recognition of our efforts to hire intelligent people who are eager to help not only customers, but fellow employees. Thanks also for the other recognitions of good work environment and wellness. The HCSS CEO was not aware that there is an emphasis on weight loss, as that is not why the wellness programs were started - it was to be healthy both physically and mentally. The CEO was also not aware that work from home was frowned on by any managers other than the one we found 2 years ago which was corrected. As a result of employee suggestions in the “Ask Mike” forum for anonymously asking questions and making suggestions to the HCSS CEO, we have addressed some of your concerns as follows: We have extended the work-from-home from 1 day per week to 2 days per week for employees who have worked in the HCSS office for 2 years or more as an experiment to see if we can maintain the culture that way. Even though all employees pick up 60% of the cost of maternity leave, we decided to add 4 weeks of paid maternity leave as well as add additional work from home for new parents resulting in the following overall benefits: o 4 weeks paid leave for anyone delivering a baby o 5 weeks short term disability o 8 weeks WFH for anyone delivering a baby o 8 weeks WFH for the spouse of a person who has delivered a baby If it is true that women are not in leadership because there is no paid maternity, then that should no longer be an issue. As for diversity, we do not hire or promote based on race, ethnicity, or gender and are only looking for the most qualified employees. We are proud of the fact that everyone hired or promoted at HCSS knows that it was because of their performance and for no other reason.
      3.0
      Aug 25, 2020

      Good Company to Work For

      Anonymous employee
      Recommend
      CEO approval
      Business Outlook

      Pros

      Good culture, benefits and opportunity to set your own path*. The employees (most of them) are great and make you feel welcomed from the first day. Pay is competitive and for the right fit, this is a company that can provide career growth.

      Cons

      Executive staff have too much authority. 90 day performance profile is not a very good indicator on performance. Need a better governance model.

      avatar
      HCSS Response
      4y
      Thank you for your feedback! I am glad you appreciated the culture and the career opportunities that HCSS provides its employees. You mentioned “the right fit” in your review, and you couldn’t be more correct. We realize that HCSS isn’t for everyone, which is why “Be the employer of choice and the best place to work for people who fit” is a part of our Vision Statement. The executive staff at HCSS do have a lot of authority, and I would bet that most other successful companies would say the same. It is fair to say that we could improve our governance model, and that executive oversight into the day to day business can feel micromanaged at times. However, micro-management comes as a result of things not getting done. If objectives are being met, executives can take a step back. The Performance Profile is a means to evaluate new employees. This is of particular importance because we hire on ability more than experience. The Performance Profile tests your ability to perform in the role to which you were hired. Those with either ability or experience will succeed. Those with neither will not. We realize this is unique, and that some may not agree with this approach. We also agree that our direct management is great! As for executive management needing to be more “grounded”, I can only assume that you mean leaders with less lofty visions for the company. Innovation creates an environment for problem solving, fresh ideas, and improved processes. This can often create more work. But how else do you manage to grow at 18% for the past 8 years? We thank you for your feedback, both positive and negative. It helps us to further improve HCSS.
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      Glassdoor has 280 HCSS reviews submitted anonymously by HCSS employees. Read employee reviews and ratings on Glassdoor to decide if HCSS is right for you.