What is the salary like at Flo Health?

Great team and good salary.

High level of favoritism and nepotism — career progression depends on personal relationships with management. Growth and promotion largely depend on whether you’re lucky enough to be assigned to a valuable, visible project. If not, strong performance alone won’t help. Chaotic priorities, poor and vague communication.

- Opportunities to work on interesting projects if you're on the right team

- Salary review process lacks transparency, decisions are often unexplained, and there's no clear link between performance and compensation. Very demotivating when effort and outcomes don't align with career or salary growth - Promotions and recognition tend to go to those who are more visible to CTO and favoritism rather than on actual performance or contributions - Communication from management is pretty poor overall, things are often vague, and feedback is inconsistent. Way too often the explanation for decisions is just - it was the CTO’s decision - no reasoning, no discussion, just a dead end

Management, perks, good salary, nice people

Bonuses could be bigger. Otherwise good

- Strong culture of innovation and experimentation – ideas move quickly from concept to execution. - Truly motivating mission with real-world impact in women’s health. - Talented, driven colleagues – great place to learn and grow. - Competitive salary and meaningful ESOP participation.

- Fast-paced scale-up environment isn’t for everyone. - Priorities can shift quickly, which may feel challenging for those who prefer more stability and predictability.

- product that helps people - great culture of experimenting and making the product succesfull

- salary for junior roles is below the market

- Transparency from leadership. All metrics - including financials, budgets, priorities, and major decisions - are genuinely accessible across the company. Management answers questions openly, acknowledges past mistakes, and is willing to reassess decisions. - Compensation package. The company offers strong pay, including performance-based equity/options. - Modern technology stack. There is a clear effort to stay at the forefront of technology, which helps attract high-calibre talent. - Mission-driven culture. Some employees who leave for higher salaries elsewhere eventually return because of the product and mission. That says more than any statement.

- Frequent changes in direction. The company often shifts direction. While leadership is transparent about this and acknowledges past inefficiencies, it can still create instability. - Accumulating technical debt. Technical debt built up over ~10 years does not receive sufficient attention. Product features are consistently prioritised, and ownership of some areas is unclear. - Limited location flexibility. Relocation is currently limited to the UK ↔ Lithuania. Leadership has taken a firm stance against opening additional EU offices despite employee demand, and some employees remain due to visa constraints.

- Nice people are working there; they are good professionals, and you can learn from them. - Perks like Floversary, maternity leave, and medical insurance. - The product itself is good.

- Extremely toxic working culture, characterized by overworking, excessive and unnecessary pressure, with no extra rewards or financial bonuses. This is taken for granted, and the salary could have been larger for this type of workload. - There is a disproportionate amount of managers vs. workers; in some teams, there are more managers than actual workers who perform the tasks. Reporting to multiple people leads to prolonged delays in solving simple questions, exacerbated by bureaucratic processes. - The relocation policy forces employees to stay in Lithuania, even when most of them don't want to. This is an overpriced country with ongoing problems with legalization.

Competitive salaries Lunches at the office Hybrid/remote work policy

Close to non-existent or bad processes in many areas, lack of planning, difficult collaboration between teams, and an excessive management headcount relative to the number of individual contributors. Responsibilities are assigned without corresponding authority or involvement in decision-making. Many employees operate under constant overload, close to burnout, while mental health is not treated as a priority.

- mostly great people - top tier benefits - somewhat on par with market salaries - mission to help everyone who menstruates is great

- some higher level managers & executives are extremely micromanagey - very very lean team. as in one person does more work than a single person should

Pay pretty much good salaries

Office in Lithuania and London only