Pros
I truly enjoyed much of my time at PocketHealth. The people I worked with day to day were incredibly mission-driven, smart, and deeply committed to improving healthcare for patients and providers. Clients are passionate about making meaningful improvements to their patient care journeys — it’s rewarding work when you focus on them. A few leaders across the business are thoughtful, strategic, and empathetic — though often overshadowed by the dominant leadership style. 20 days of PTO.
Cons
The culture is top-down and psychologically unsafe. Leadership — especially the co-founders — frequently project stress, shame employees in public Slack channels, and create an environment where dissent is unwelcome. Speaking your mind or offering constructive feedback is discouraged. I often felt uncomfortable sharing ideas or opinions due to fear of negative repercussions from leadership. Promotions are based on loyalty, not leadership ability. Most leaders mirror the same style as the CEO/CTO: reactive, unsupportive, and difficult to work with. Leadership roles are rarely posted publicly. Instead, they are quietly assigned to individuals seen as aligned with leadership’s views, with little transparency or opportunity for others to be considered. Autonomy is limited, and there’s a general lack of trust in individual contributors to make decisions without oversight. Compensation is below industry standards. Raises are minimal (often around 2%) and capped to once annually, even if the increase is just a few thousand dollars. Salary negotiations are discouraged and often dismissed outright. Bonus metrics are vague and not transparent — questions about them are shut down. Performance goals are often unattainable or outside of an IC’s control. Expectations extend far beyond standard working hours. Client-facing ICs are expected to engage with leadership late at night and travel outside of business hours with no lieu time. Despite promoting a “remote-first” culture, there is a strong push to return to the office — reinforced with frequent in-office events and catered lunches. It often feels performative, with thousands spent on pizza rather than addressing employee concerns. Despite being a healthtech company, wellness support is surface-level. “Unlimited” wellness days were taken away with no input. There is no phone or home office reimbursement. Parental leave is lacking compared to industry norms. The product roadmap lacks clarity and consistency. Priorities shift often and thousands are spent chasing ideas without long-term direction or accountability.