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Health Catalyst

Engaged Employer

Health Catalyst reviews

3.3

40% would recommend to a friend

(184 total reviews)
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Ben Albert

42% approve of CEO

24% positive business outlook

Ratings by category

4.0

Work/Life balance

3.8

Culture & values

3.8

Diversity & inclusion

3.3

Compensation and benefits

3.1

Senior management

2.8

Career opportunities

Ratings by demographic groups

Reviews by job title

184 reviews

Reviews about "Compensation"

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2.0
Jul 30, 2020

Clean house in Pro Services

Data engineer
Recommend
CEO approval
Business Outlook

Pros

I believe the employees at Health Catalyst truly embody the Health Catalyst way - we are smart, hard working, humble people. We care about the success of our clients and want to make a difference in the world using data to drive better decision making in healthcare. The pay is really good. In fact, if it wasn't for a good salary and the genuine, caring people who work here, I would have left years ago.

Cons

With the above said, the Professional Services division of the company needs some serious house cleaning. Product Managers don't have roadmaps for their products, don't announce product features regularly, don't clearly track or manage bugs, or have a process where people (clients and employees) can request new features. In fact, many teams can't really agree on what their product is, or does, or offers. You're expected to make it up as you go along. If you want some supporting documentation and direct a client to HC Community, our client facing web tool, it's a mess of links to old, out dated, poorly written materials. Somehow, product managers aren't responsible keeping this information up to date and written professionally. I'm not impressed with the leadership in Pro Services and neither are my peers. Are these managers really good at getting client adoption of products for the long run, or good people managers? Two different things. What publications are product managers reading? Do they share that information in a collaborative way to build trust? Do they pay attention to how other software companies conduct themselves and communicate information, and try to replicate that on their own teams? Do product managers follow software development best practices? I see none of this. Further, there is no clear way to express our frustrations with the incompetency seen here. Culturally, the Professional Services leadership team and Hiring Team is made up entirely of white men, with the exception of one female executive. The Pro Services division receives an email from this group every two weeks and none of the information communicated reflects the work I do, or the changes I want to see. Despite cultural pressure internally and externally to reflect on why representation in this needs to change, nothing really changes. Who decided the group should be made up of leadership team members only? Probably the leadership team. A recent "re-org" in Pro Services resulted in the layoffs of a few people and shifting of others into new roles. Some of that shifting meant people were promoted into positions with significant responsibilities and not surprisingly, these people are white men - longtime employees. Time and again as certain people are promoted, roles are shifted, teams are formed, and workgroups are established, women and minorities are sidelined to Affinity Groups. We watch as poor decisions are made, work is disorganized, products struggle, clients asks hard questions we can't get answers for, and simple tasks like documenting materials are largely ignored. We will never be a first rate company as long as this is allowed to continue.

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Health Catalyst Response
5y
Thank you for sharing this perspective and feedback. Your experience certainly does not reflect what we strive for at Health Catalyst. There is some challenging feedback in your review; I will try to address three of the primary themes in your response. The first theme I believe I heard relates to inclusivity, and more specifically, the need to avoid bias in the making of decisions, including key leadership hiring decisions. I want to first share that this is an area in which we strive to be world-class, and we acknowledge that we have much more work ahead of us to achieve this important goal. I am encouraged both by the increased focus on standard hiring processes companywide, and by the rollout of training to identify the implicit biases each of us may unknowingly bring to the decision-making table. I believe strongly that inclusivity is one of those topics, the importance of which cannot be overstated. I want you to know that we are deeply committed to getting much better in this area. Secondly, you shared feedback related to Product Management at Health Catalyst. As you are likely aware, we launched our Product Development Lifecycle (PDLC) and New Product Introduction (NPI) processes several years ago to bring a higher level of product management discipline and rigor to all new product development, business justification, planning, forecasting, pricing, and all marketing activities associated with bringing a new product to market. Using the PDLC and NPI, we hope that the market, our Clients, and our Team Members all gain a clear understanding of each of our products, our services, and the improvement we strive to enable across major financial, operational, and clinical areas of healthcare. Your feedback points to some areas for improvement in these areas, and I appreciate the time you have taken to highlight specific ways we can do better. You also shared several ways in which you believe the Professional Services division of our company can improve, including communication. In this area, I encourage you to be courageously transparent with us. In each of these biweekly communications (which I receive as well), I see some consistent language repeated: “These emails are intended to increase communication, invite discussion, and seek feedback.” I agree with each those communication objectives, and I encourage you to share your thoughts for improvements to this periodic email with your Manager, any Senior Leader, myself directly, or via our anonymous “Ask Leadership Anything” page on Spark. Finally, if you would be open to a private 1:1, my assistant Jenn Howard can help us find a time to connect remotely. Thank you again for sharing your perspectives, and I apologize that you your experience at Health Catalyst hasn’t measured up to our company’s values and mission. Best, Dan
5.0
Jul 17, 2020

Great Place to work

Data engineer
Recommend
CEO approval
Business Outlook

Pros

Great benefits, transparent leadership, and strong vision. I appreciate the benefits and work life balance that is encouraged by my manager. I feel like the company is heading in the right direction and just wish that I had joined the company sooner.

Cons

Temporarily the 401k match is on hold, but this is a temporary cut that results in keeping all team members and not having salary cuts. There is a lot of focus on hitting billable targets and hours instead of being given the freedom to build and develop processes that are more efficient. I feel we are pushing through some incomplete products that we know aren't delivering the full value to our clients.

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Health Catalyst Response
5y
Thank you for your review and feedback, and thank you for choosing to join Health Catalyst and directly contribute to the company's mission! I'm glad to hear of the positives you've experienced thus far including transparency, vision, benefits and work-life balance. I also appreciate your feedback regarding opportunities for improvement in better balancing innovation with operational objectives like billable hours and utilization metrics. I also appreciate your suggestions for improving our efficiency from a process perspective -- we certainly have opportunities to become more and more streamlined, absolutely. Please keep making suggestions within your organization -- be courageously transparent as a fellow-owner in the company in helping us continuously improve. Thanks again for your feedback and for the work you do each day to help our clients measurably improve! Best, Dan
2.0
Jun 14, 2020

What Gets Pushed to the Margins

Anonymous employee
Recommend
CEO approval
Business Outlook

Pros

Many truly good people at Health Catalyst. Leadership tries to take care of those who fit the Catalyst mold. True ability to act as a catalyst for improving healthcare.

Cons

Too many to list. Perhaps the most significant are the inconsistent application of company policies between the leadership and the employees (think of how the US Congress gives themselves special treatment) and the misguided interpretation of humility that encourages passive-aggression over open dialog. These, and the other cons, exist in an environment of much talk and little action -- unless the complaint is coming from leadership -- in which case there will be direct action and very little discussion -- at least very little discussion in the vein of permitting unbiased consideration of the opposing view. Overall "staying in your lane" is prioritized over performance -- and obesiance is a key part of staying in your lane. What gets "pushed to the margin" in this "don't make waves" culture, is hard work and competence. Getting results is not a priority. I guess leadership is okay as long as they can keep raising enough money to keep the water deep enough to cover the stumps.

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Health Catalyst Response
6y
Thank you for sharing this perspective and feedback. Your experience is certainly not what we strive for at Health Catalyst, and I would appreciate the chance to better understand your specific situation by visiting directly and privately with you. I will commit to treat confidential information with care and sensitivity, and I would also commit to use this better understanding to go to work to strive towards improvement and greater consistency with our values and operating principles. If you would be open to a private 1:1, my assistant Jenn Howard can help us schedule time. Thank you again for sharing your perspective, and I apologize that your experience hasn't measured up to our company's values and mission. Best, Dan
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