Healthee
What It's Like to Work at 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.
