Practice Fusion Reviews

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Recommend to a friend
Approve of CEO
Practice Fusion Founder, CEO, and Chairman Ryan Howard
Ryan Howard
60 Ratings
  • Best Company

    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Current Employee - Account Representative in San Francisco, CA
    Current Employee - Account Representative in San Francisco, CA
    Positive Outlook
    Approves of CEO

    I have been working at Practice Fusion (Less than a year)


    Can't imagine a better work environment. Practice Fusion is a product that is actually helping save lives. And it is truly a winner and innovator in the space. Good pay. Dogs. Tons of free amazing food. Parties. Company culture. The list goes on...


    None legitimate cons come to mind.

    Advice to Management

    As company grows and prepares for IPO don't lose great qualities that make working at Practice Fusion so great

Practice Fusion Interviews

Interview Experience

Interview Experience


Getting an Interview

Getting an Interview


Interview Difficulty


Interview Difficulty




    Declined Offer
    Negative Experience
    Difficult Interview


    I applied through an employee referral. I interviewed at Practice Fusion.


    When I came to learn about Practice Fusion product, I am instantly in love with it. Then a former colleague joined PF as an engineer and referred to me for the role. Although the process took 2 years (I was not actively looking), recruiters and program managers whom I met were nice. What caught me off guard was the same viewpoint they all shared that as long as you can get along or understand the CEO, you should be fine. My role was to directly report to the CEO for company-wide initiatives. The reason interview process took 1.5 year was people who were hiring manager to the role changed, then some traveling came in the picture so the process was keep getting dragged. Nonetheless, when the pace picked up, it went smoothly. After all interview rounds ended, HR negotiated the salary and total comp. Shen then told me that Ryan (CEO) will call you which is just a formality as he likes to welcome the new hires and they asked me to have 2-3hour window period for his phone call. On a Thursday eve at around 7:00 PM, Ryan called. He started as welcome to PF, as an intern you will have great opportunity to learn and grow... Once he stopped, I told him Ryan, I am joining as a Sr. TPM and will be working/reporting to you. He then responded oh okay then we should meet. My respond was yes, I would really like that (as I wanted to meet him first before I accept the offer; after-all, he will going to be my manager). A couple of days later, HR called on Friday and said if I can come on Tuesday to give him a presentation of my work (mind you I worked for a well know financial company to all projects were sensitive). I was unfortunately traveling for work the next week so I told them it has to be the following week and that I gave them the day I was coming back. The HR scheduled something for the same day I was coming back. I sent several emails asking them what they would like me to cover etc. I got no response. The day I came back, I was catching up with my work but made sure I have a presentation ready for Ryan. At 7:00 PM (that is when he was available), I went to PF. Ryan was on a call for 30 mins so I waited. The two program managers were there to keep me company and were asking questions about my presentation. I had hard copies of the presentation but didn't had on a USB drive. They said he is more of a visual person so it was too late to do any thing at that point. Long story short, we went to his office, he was having cereal and was texting on his phone. We sat down, I gave him the copy of the presentation and started to walk him through the team structure to set the background before I present. Whole time, Ryan stayed on phone texting while the two program managers kind of re-interviewed me asking the same questions they did in the room while we were waiting for Ryan to be available. Granted, Ryan is a CEO. BUT I was a candidate. They invited me so I was a guest too. A CEO is a DNA of a company. My role was to bring human factor to the employees of Practice Fusion because they believed it was missing in the company's culture. Meeting Ryan the very first time, it was very apparent WHY such was the case. I felt disrespected of my valuable time. I thought that was rude of him to invite a candidate and instead of engaging with the candidate, stays on the cell phone to text? That behavior was very immature. I couldn't bare the thought of ever working with such individual yet alone reporting to him. The experience a candidate receives while interviewing becomes his or her perception of the prospecting company they are interviewing with. No wonder, the whole interview process took so long for the same role that stayed open for such a long duration. It made my decision pretty clear to NOT to ever join the firm which is led by such a CEO.

    Interview Questions

Practice Fusion Awards & Accolades

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Tech & Innovation Award , San Francisco Business Times, 2013
Black Book Rankings (#1) , Brown-Wilson’s Black Book Rankings, 2013
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Additional Info

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Headquarters San Francisco, CA
Size 50 to 149 Employees
Founded 2005
Type Company - Private
Industry Information Technology
Revenue $10 to $25 million (USD) per year
Competitors eClinicalWorks

Practice Fusion connects doctors, patients and data to drive better health and save lives. With over 80 million patients served by doctors using Practice Fusion’s free cloud-based health records, Practice Fusion is the country’s largest patient-physician community. The company recently closed its $85 million Series D funding round led by Kleiner Perkins Caufield & Byers.

Mission: Connecting doctors, patients and data to drive better health and save lives.

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Practice Fusion

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