Great Culture, (Departmental-Specific) Good Managers, Misses the Forest for the Trees Sometimes
Pros
Customer Success has a really great team culture and, for the most part, the managers are really fantastic as well (although I'd say middle management is the strongest - where they can still see what's going on on the ground, but know a little more than individual team managers). Tempus as a whole, also, is a pretty cool place to work: you can come in knowing you're doing a fantastic thing that could literally be changing healthcare. On busy days that definitely kept me going and as a CSR you may experience that on the phone with people. There's a generally chill, sharing culture. If you're someone who's easily sucked into being silly on Slack it can occasionally be something you have to take a step back from, but in 80 percent of cases, people are not stuffy or stuck up and there's a real priority put on learning and teaching people skills. Everyone here tends to be excited to teach you if you want to know more about what they do, and it's not (usually) super hard to collaborate. You may find yourself getting a casual (and thankful!) response from a VP to a question you sent to a whole department -- the hierarchy is one of the least closed off that I've worked with. The ERGs are also pretty active, which is nice. I'm gonna be critical in the next couple, and it's important you realize I would be this critical of most jobs I've had. It was a great place to work and I still love it and I continue to root for what they're doing as a company. There are some things it needs to fix, too.
Cons
While your manager individually may be completely understanding, all of them - especially Support and the various Support-adjacent departments - receive a lot of pressure to be very strict about meeting KPIs for metrics that don't and can't encompass the job(s) that you're doing (and it will be jobS). There's a TERRIBLE issue with not staffing departments appropriately until they're backlogged. There's not a "normal work should be easier than we need it to be so that if it gets busy we're okay" staffing ethos, and I don't get the feeling that heads of departments keep a good eye on it unless downstream someone really advocates (which [middle manager of CS] will! but there are departments of CS and not all the managers are as get-things-done). It should be coming from the top and proactive. I've seen this issue hit almost every department and probably the ones I haven't seen I just don't know well enough. My last gripe: there are certain (no names!) people in management that are really unwilling to take feedback from EITHER their own department OR be transparent to any others and because of where they are status-wise there's not much to do about it. This is not a complaint about CS at all, but you will be able to observe it from CS. It's at odds with the generally open culture and it can be really frustrating when we should all be working together. That's more of an individual problem and not a Tempus problem, except that the people at the top of that food chain aren't willing (or don't know enough) to demote them over those issues and in one case, several dicey hiring/firing decisions. Relatedly: the head of People is great and several individuals within it are great, but People in its HR form generally doesn't come across like it's on our side or advocating for us equally as non-management employees -- and it's supposed to be a place you feel comfy going to if you can't talk to your manager. That's not related to my experiences so much as multiple experiences I've had relayed to me and it's kind of unfortunate.
