WellSky reviews

Constant requests for employees to donate their own money to their foundation . The foundation is a great idea, but why is a company valued at 3 billion dollars with an EBITDA of 150 million asking for its employees to donate when they have not even provided a cost of living raise to to its employees in the midst of the highest inflation rates we have seen? All of this on top of the narrative that the company is growing and continually onboards staff in the hundreds. There is feeling that as the company succeeds and grows, it cares little to reward those who have helped it do so.

- for a healthcare company, their healthcare benefits are laughable - some BU's give strong preferential treatment to applicants with veteran status. This was bad enough that it became a running joke, and it was obvious the veterans in the group were given preferential treatment for raises as well. - Engineering salaries are not very competitive. - Since the onset of COVID, the feeling of community and inclusiveness has faded - Depending on the product you work on, expect to work long hours or be asked to cancel scheduled PTO to meet deadlines. - The immediate response from upper-management when hearing any sort of dissent is to reprimand and sweep it under the rug instead of having a conversation or fixing issues of concern. - Product and C-level executives are more concerned with the bottom line than the security of their products. We are not given the budget or time to fix security vulnerabilities, only told to work on new client integrations or new features that can be used to boost revenue. - It is taboo to talk or ask about colleagues who were suddenly terminated. Doing so has often been met with threats of reprimand or termination. - Executives attempt to track down authors of negative GlassDoor/Google reviews - Lots of turnover in engineering. Talent bleed is most likely caused by burnout.