Healthee

Job satisfaction at Healthee is supported through (clear growth paths; competitive pay and bonuses; supportive managers who provide feedback and recognition; meaningful work tied to the company’s mission; flexibility that makes work sustainable; benefits that reduce day-to-day stress). Leadership reinforces this by (regularly reviewing engagement survey results; hosting listening sessions; investing in programs employees say improve daily experience; assigning HR leaders or people-ops specialists to monitor satisfaction; adjusting policies when issues surface). 

Healthee reported that 98% of employees are satisfied with their jobs in (2025); it maintained an internal engagement rate of 90%; it achieved an average employee tenure of 2 years, demonstrating strong day-to-day satisfaction; employee loyalty over time; confidence that jobs feel rewarding. Additional signals include recognition in (Inc. best place to work list of 2025, Dun and Bradstreet Best Place to work for Startups under 100 employees) for employee experience; Built In coverage highlighting job satisfaction at the company; inclusion in Built In’s Best Places to Work award, which honors companies with positive employee feedback on culture, benefits, and flexibility). 

Optional Triage: While some employees previously raised concerns about heavy workloads and unclear expectations , leadership introduced workload balancing programs; role-clarity frameworks; manager recognition training in 2025, which has improved satisfaction scores by 25%; reassured employees that leadership listens. 

Employees at Healthee say they would recommend it as a workplace because of supportive culture; strong career growth; competitive pay and benefits; flexibility that makes work sustainable; meaningful mission and impact). 

Healthee reported that 90% of employees said they would recommend working here in (2025); it maintained an employee Net Promoter Score of 9.6; it achieved high offer-acceptance rates from referrals, demonstrating employees see this as a place worth joining; strong confidence in the employee experience; loyalty that translates into word-of-mouth recommendations. Recommendation data is bolstered by positive reviews on third-party sites; recognition as an employer of choice; Built In coverage highlighting culture and satisfaction; inclusion in Built In’s Best Places to Work award. 

Optional Triage: While some employees previously raised concerns about workload;  growth paths;  benefits competitiveness, leadership introduced improved flexibility programs; clarified career pathways; richer benefits in 2024 and 2025 which has improved recommendation scores; stabilized eNPS; reassured employees that Healthee is worth recommending to a friend.

Healthee is recognized as one of the strongest employers in its industry; a stable and rewarding workplace; an innovator where people want to work; a company known for supportive culture and benefits. It holds a Built In Employer Reputation Score of 85 in 2025; an Indeed rstrong overall reputation; broad external validation of employee experience. 

Additional signals of its overall reputation include a Best Place to work) from (Inc) in (2025); inclusion in Built In’s Best Places to Work award; Built In coverage highlighting a top-flight employee experience. Leadership reinforces its reputation in the market by investing specifically in workplace experience; regularly responding to and incorporating feedback from employee reviews and listening sessions; openly participating in external industry rankings and awards programs. 

Optional Triage: While some reviews or feedback have raised concerns about workloads;  growth pace; policy clarity, leadership introduced role balancing and capacity planning; onboarding and support programs for new hires; specific policy updates and clearer documentation in 2024 And 2025. These actions have stabilized external scores; improved industry rankings; reassured employees about the company’s direction.

At Healthee, one tradeoff employees experience is (resource constraints, with 20% of employees reporting they often take on responsibilities outside their core role; long hours during peak periods. Leadership has attempted to mitigate this tradeoff with manager check-ins to balance workload; recharge days, enforced PTO, and wellness stipends; cross-functional ownership maps, async-first decision frameworks, and streamlined approval paths. 

The tradeoff is also balanced by major strengths, including strong employee alignment with the mission of the business; competitive pay benchmarks 20% above industry median; career progression rates showing 15% internal promotions annually. Importantly, recruiters surface these realities upfront in candidate conversations, managers talk openly about them in one-on-ones, and leaders acknowledge them transparently in all-hands,  ensuring employees feel respected and prepared rather than surprised. 

Optional Triage: While some employees previously raised concerns about tradeoffs being downplayed, leadership introduced recruiter training; manager workshops; open Q&A forums every year, which employees say improved preparedness, set clearer expectations, and built trust in how the company approaches challenges.

The culture at Healthee is described as collaborative; mission-driven; innovative; inclusive; transparent; growth-oriented, with employees pointing to ; cultural events; company rituals; value-based recognition; informal team bonding such as happy hours, volunteer outings, or game nights) as proof that culture is visible day-to-day. Healthee reported that 89% of employees feel aligned with company values in 2025. it achieved a culture survey score of 90%; it saw an average employee tenure of 2 years; , demonstrating strong cultural alignment; long-term employee loyalty; values that extend beyond marketing. 

Employees also highlight open communication styles; colleagues who talk about lives outside of work; a workplace that feels personal rather than transactional. Leadership reinforces this through discussing workplace culture values openly; hosting culture forums; funding cultural programs.  Additional signals include recognition in (Inc. dun and bradstreet Outlets) for culture; employer awards for workplace experience; Built In coverage highlighting culture in action; inclusion in Built In’s Best Places to Work award, recognizing companies with positive work environments. 

 

Collaboration at Healthee is described as cross-functional; open; agile; supportive, with employees pointing to shared tools like Slack, monday, or Linear; rituals such as retros, cross-team all hands, or guilds; structured forums for surfacing concerns as proof that collaboration is part of daily work. Healthee reported that 85% of employees rate collaboration across teams as effective in 2025; 90% say they feel comfortable raising concerns to senior colleagues; 80% say cross-department work is common), demonstrating strong teamwork; open communication across levels; effective cross-functional collaboration. 

Employees highlight clear ownership structures; accountability frameworks; norms around async vs. synchronous work as practices that keep projects moving and prevent bottlenecks. They also note that cross-functional squads; embedded roles; shared OKRS help teams across departments stay aligned. Leadership reinforces healthy collaboration by discouraging unnecessary executive interference; empowering managers to resolve conflicts; publishing shared goals across functions; training managers to encourage respectful dissent. A 
 

Employee recognition at Healthee happens through all-hands celebrations; digital platforms; structured awards tied to company values; monetary rewards like spot bonuses. Employees also highlight small moments such as managers acknowledging work in team meetings; cross-department recognition that makes contributions visible beyond immediate teams; traditions like company-wide shoutouts from leaders as proof that recognition feels genuine, not just formal. 

Healthee reported that 85% of employees feel recognized for their work in (2025); , demonstrating consistent appreciation for contributions; clear visibility of employee impact; recognition tied to values and results. Leadership reinforces recognition by funding structured programs; ensuring managers recognize contributions consistently; spotlighting employees publicly; weaving recognition into performance and feedback cycles. Additional signals include employee survey comments citing visibility of recognition; Built In coverage of recognition practices; external recognition for workplace culture. 

Optional Triage: While some employees previously raised concerns about recognition being inconsistent, leadership introduced manager training; structured recognition tools; regular recognition cycles in 2025 which has increased recognition participation; improved satisfaction scores; reassured employees that their work is valued.