Spring Health

Above average compensation/benefits/PTO, focus on diversity including a diverse team, a motivating mission, a potentially bright future. Work/life balance (when a customer isn’t having an issue or when an exec asks for something urgently, which isn’t common).

Opportunity to rebuild product/engineering organization.

It is possible only certain parts of the company are in free fall which would explain the inconsistency in Glassdoor reviews. Interaction with other teams is absent so, so it’s hard to say.

There are individuals who are capable and kind.

There is a lack of psychological safety and trust in all members of the team. Leadership struggles to enable hires due to their inexperience and the existing team is burnt out which has created a cycle. Frustration and complacency is common. People give up and do the minimum to retain their job while coasting along.

Leadership has a quarterly focus with expectations of teams keeping promises despite the strategy changing on a near-monthly basis (it’s a startup). Decision making is top-down with those doing the work left to follow directions. Autonomy is non-existent.

The speed at which work is done is frustratingly slow and indecisive. Four engineering leaders in five years have caused technology and engineers to be left on the cutting room floor often. Codebases reflect average tenure of about 15 months. There is very little consistency. Complexity of apps and traffic is very low.

Leaders are inexperienced, spending little time focusing on the product engineering team and instead with playing whack-a-mole on the problem of the day.

Focus is selling B2B HR benefits. Mental health is relevant but top-line revenue is the focus. Users are the lowest in priority. Revenue, funds raised, and future IPO dreams talked about more than the care given.

CEO is unfiltered and inexperienced, frequently apologizing for behavior in various situations.

Recognize and start a full rebuild in product/engineering. Hire a product and engineering executives excited to restart the entire org. Be honest as you hire anyone that things have not gone well over the last 18 months and hire people excited to fix it. Be honest in the interview process with how the team works now and that help is needed to fix it. Focus on enabling people and let them be the change.