Tempus AI reviews

There are two separate worlds at Tempus. "Lab Tempus" (essential employees) and "Office Tempus" (those who work from home). My entire review is based on the Tempus lab side. I have no idea what goes on in the other part, as there's no cohesiveness between the two, not before co-vid, and certainly not now. -Non-competitive pay -No 401k match (this should be a red flag on lack of investing in employee's futures in a company that has an $8 billion valuation) -No tuition reimbursement opportunities -Terrible health plans for a wealthy healthcare company -No professional development plans/encouragement for entry levels -Highly reactive, not proactive company. I can't stress this enough. -No one-year anniversary review by your manager or anyone else (highly unprofessional) -If you're looking for a warm fuzzy workplace where management cares about your wellbeing, this place is not for you. It's a colorless, micromanaging, sterile, cold environment perpetuated by hostility from management. -No work/life balance. Expect to be hired on for one role, and then trained for your role and three different other roles, in three other departments without extra pay. They will work you until you are forced to set hard boundaries. -By far and large, what Tempus fails at miserably is the company culture, in particular towards lab staff. Remembering that this is an incredibly wealthy biotech company, I'll share the following. At the beginning of the pandemic, when little was known about Covid-19, lab staff were deemed, essential employees. In addition to Co-vid 19, we were traveling through riots and past military tanks to get to work. We were squeezed into a tiny lab space 35+ in a small room, with a highly reactive plan to only switch to reducing staff in the lab once someone caught Co-vid. Once someone caught co-vid and spread it around their team, only then did they start spacing staff out/reducing staff. We had to protest for hazard pay for a month, before finally receiving it, and then it was ripped away two months later. During this chaos, we received a pleasant speech (sarcasm) from the CEO on a screen while he worked from home. He told the entire lab staff to stop being "distracted" by the riots and that if we don't like it, then we can leave the company. I really wish I was making this up. He apologized a few days later, finally instated hazard pay and a donation fund, but it didn't make up for the way it made us feel that day. Several people quit on the spot who could financially do so, engineers/lab staff, etc. Several people said they were looking for other jobs and were fired in the following days. I'll never forget the dehumanization Tempus made myself and my peers feel that day and over the course of those early months.

As a JDA, we are constantly being hounded by management to abstract a certain number of cases every week and are threatened that we’ll receive a warning, which leads to a performance improvement plan (PIP), if we do not meet the goal. We are also expected to meet a QA goal of only 80%, and only 10% of cases are QA’d by your lead. Therefore, the rules of abstraction and QA are at your lead’s discretion, and many fields are coded inconsistently amongst leads and cancer subtypes. This data is being used to help cancer patients and only 10% of it has its quality checked by managers with subjective rules. JDAs are undervalued and given minimal incentive or aid to succeed. We’ve all graduated with at least a 4-year degree and were hired to be data ANALYSTS, but all they’re having us do is read through oncology documents and code things such as diagnosis, treatments, and outcomes. We’re expected to work overtime to meet goals but do not receive OT pay or any additional bonuses. If you go above and beyond and/or suck up to the leads, they’ll promote you to DA. As a DA, you’ll receive more work but the same pay, so there isn’t really an incentive to get promoted. On the other hand, if you don’t meet the quality and quantity goals every week, you’ll be put on a PIP where you won’t receive any additional training but are expected to improve in 4 weeks or be terminated. Additionally, management tracks your hours to ensure you’re working 40 hour weeks without taking into account meetings, bathroom breaks, etc. If you do happen to meet your goal before the week is over, you aren’t allowed to help teammates who have gotten more difficult cases meet their goal. The leads have no previous experience managing people, and it really shows. They’ve been caught complaining about JDAs by ear as well as over a public Slack channel, they show favoritism, and most of them look away when they see you walking down the hall rather than saying “hi”. They don’t know how to establish healthy, professional relationships with their employees or how to communicate properly. They also like to make up their own department rules that don’t apply to the rest of the company, such as no unlimited PTO and you have to wait one year before transferring departments. Overall, working as a JDA has been the worst job experience I’ve had, with the worst managers I’ve had. I would not recommend this job to anyone, especially if you’re looking to gain new skills. You will be disrespected by the entire company and have an unhealthy work life.