NexHealth reviews about "ceo"

Three words: Don't. Do. It. Life is too short to be miserable, unappreciated, and undervalued at NexHealth. The only pro is the people you work with (and most of the gold ones are already gone). Even though they're likely overworked and burned out, they are some of the best people you'll ever meet. Don't believe the positive reviews. The company solicits them from current employees. If you are looking for any of the below, look elsewhere: - A great culture - A work/life balance - Diversity & Inclusion - Opportunities for advancement - Pay transparency Culture: There only culture here is hustle and grind. Not collaboration, not recognition, not empathy, not passion. Just hustle, grind, repeat. Until you're inevitably burnt out. Work/Life balance: if you are in a demanding position (and FYI, at a start-up, all positions are demanding) you will pull long hours. You will work nights and weekends. You will work until you're tired and then you'll work some more. The last year of consistent layoffs and terminations has exacerbated this even further. The CEO once said during a company all-hands that he gets more effort out of his employees because we're "A+ players" who do the work of 10 B/C players. I wonder if anyone has told him how badly received that statement was by literally everyone who heard it. Diversity & Inclusion: The CEO also got wind of a woman's group meeting and tried to shut it down one year, stating the company doesnt recognize ERG/Diversity groups. He also idolizes the Orange Guy's billionaire bestie, but I digress. He got a lot of backlash and agreed to do DEI training (which I'm pretty sure never happened). A few employees tried to ask for company wide DEI training at it was disregarded, this was before DEI was used to uncover people's true beliefs that "other" = unqualified. Speaking of leadership...most of them are white men. So as long as you're mediocre and you fit that aesthetic, congrats! You're halfway there. Also, speaking of diversity: Half of the company is Mormon. So if you're a woman, be prepared to be talked over and disregarded in meetings, on slack, in person, everywhere. Advancement Opportunities: see above. If you're a cis white man, you have no ceiling. You can ascend to leadership within months, weeks even. But if you're a non-white woman, a member of the lgbtq community, or a person of color - good luck! Sure you'll be told that if you work hard and "do the job you want to do" then you'll move up quickly, but it's a lie. You won't move up. You'll move mountains and take on more work than you should and then you'll look around 6 months from now, a year from now, 3 years from now...and you'll still be in the same position (or laid off). At Nexhealth, there are only three requirements for advancement: 1. Be white 2. Be a man (or a conventionally attractive white woman) 3. Be well liked Pay Transparency: the pay disparity is outrageous. 9 times out of 10, you're going to be making 20-70k less than your colleagues or the person whose role you're stepping into. And to put the icing on the cake...they told the whole company last year there wouldn't be any "cash" raises all year. Instead, you know what you got? A water bottle. Socks. Maybe a backpack if you last 4 years. Forget about a raise...bring on the ill-fitting company t-shirt! If you're lucky, you might even get laid off. 0/10, I do not recommend. For the love of God, please seek employment elsewhere.

ceo is an egomaniac - lots of change

The CEO still sometimes shares memes which are a little cringe (hustling, the gind, capitalism, etc. Not anything like the email that some of the of the other reviews reference; that email did go out but has since been very much addressed). Sometimes features/products get sold before they're finished, which can make tight deadlines. As an engineer this can feel like there's pressure to work long hours. However with transparency to management and communication about realistic timelines, I've not felt that missing this sort of deadline would impact my position or job. This in particular has improved significantly in the past 6-8 months, but it can still happen. I don't think this is unique to NexHealth by any means, but it can be frustrating. Growing from more of a small-team startup to a medium sized company, engineering documentation is poor. It's getting better, but learning how something works often falls on asking around or reading through code that may not have been touched in a long time. As a result onboarding can be a little slow and leaves management less likely to hire less-experienced engineers. Recent investigations into AI is somewhat worrisome as AI (e.g. chatGPT) continually proves to be difficult to debug, highly exploitable, and often just wrong/poison-able. AI hype is real right now across most companies, but as any hot, not-well understood technology should be treated with extreme skepticism. *All of the above are things that management is aware of and the aforementioned feedback loop between ICs and management has been working on the best way to address each point. I don't consider any of the above to be a serious issue or a blind spot for management.

This company is about churn and burn baby!!! Hire and fire is their mantra!! Recruit, train them up, put them through ramp, PIP, then OUT THE DOOR! That’s what they’ve done, that’s what they’re currently doing, and it what’s they’ll continue to do until someone steps in that actually knows how to scale a sales organization. It’s maddening really! It’s honestly really sad to see—so many great people come and go in such a short period of time. PLEASE someone needs to get senior leadership out of there! The CEO isn’t a leader, let alone doesn’t know how to run a company. Stay in your lane Al, keep writing code.

- CEO & Leadership: This was the worst CEO & Leadership team I'd ever experienced in my career. Ignorance and arrogance are a dangerous combination and Al (the CEO/co-founder) has both in spades. He doesn't trust anyone, always thinks he knows everyone else's job better than them, yet never provides helpful advice. He doesn't do anything to build his team up, instead just constantly tears down and blames any and everyone for the lack of growth within the company. And the rest of the leadership team is too scared to stand up to him and are incompetent. They enable and amplify Al's poor behavior. - Culture: The corporate culture is bad, mostly driven by the poor leadership. The culture is fear-based with no work-life balance. Employees are viewed as expendable. They will also constantly feed you with the idea that NexHealth is revolutionizing healthcare and it's meant to be hard and worth the sacrifice, yet no progress towards this goal is ever actually made, especially within the product. - Product: The vision of the product is great, the actual product is not. It's held together with duct tape and bubble gum. Several product managers and engineers have tried to correct things but the CEO & CTO (Waleed, co-founder) constantly get in the way of any real improvements, despite the fact their actual engineering knowledge is incredibly limited.

When I joined NexHealth, I dismissed the negative reviews, assuming they came from individuals who may have struggled with the demands of a fast-paced startup environment. However, within just a few months, it became clear that the issues were far deeper and systemic, rooted in the leadership style of the CEO. The CEO demonstrated an alarming lack of respect for employees, particularly women, with no genuine remorse for his actions—even when confronted. Feedback, even from senior leadership, was not welcomed, and those who voiced concerns often faced termination. Trust in the hard work and expertise of employees seemed nonexistent, despite their efforts to drive the company's growth. Layoffs were frequent and poorly handled, with entire departments eliminated under the guise of "team failures" or unmet quotas. In reality, even high-performing teams generating significant revenue were cut to save costs, leaving employees demoralized and undervalued. The company’s relentless focus on profits came at the expense of its customers and employees. Unrealistic expectations, 14+ hour workdays, weekend commitments, and last-minute demands from the C-suite were standard. Burnout was rampant, with employees often left in tears or struggling to cope in silence during meetings. Despite the glossy exterior NexHealth presents, the reality is a toxic work environment that prioritizes short-term gains over long-term success, employee well-being, or customer satisfaction. The high turnover rate speaks volumes as talented individuals seek healthier and more fulfilling opportunities elsewhere. While NexHealth had significant potential, it’s being undermined by a leadership team that fails to inspire trust, respect, or sustainable growth.

- Things could be better communicated from the top down. - I respect and appreciate our CEO Al. He has so many qualities that are impressive and he is the reason Nexhealth is where it is. He is insane with how hard he is willing to work (dude will literally work 18 hour days and nobody cares more than him) He is also a visionary with product. - However, like most successful founders, he has a very big ego and often tries to be too involved, yet doesn't take the time to get all the context he needs because he is involved in so many things. I also wish he would listen more and be more willing to admit when he was wrong. - Lots of change all the time here (But that's why you come here)