Benefitfocus

www.benefitfocus.com
There are newer employer reviews for Benefitfocus

1 person found this helpful  

Overall good. Some level management in departments were not qualified to lead team

  • Comp & Benefits
  • Work/Life Balance
  • Senior Management
  • Culture & Values
  • Career Opportunities
Former Employee - Software Engineer in Charleston, SC
Former Employee - Software Engineer in Charleston, SC

I worked at Benefitfocus full-time

Pros

Professional peers, product development managers, implementation service and their teams great to work with on client projects.

Cons

Low salary for position, 401K not vested upfront by employer, other benefits in package not advantageous to serious professionals.

Advice to ManagementAdvice

None to share at this time.

Doesn't Recommend
Neutral Outlook
Approves of CEO

135 Other Employee Reviews for Benefitfocus (View Most Recent)

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  1. 2 people found this helpful  

    It was okay, it paid the bills, until I moved on to bigger and better things

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Former Employee - Benefits Administrator in Charleston, SC
    Former Employee - Benefits Administrator in Charleston, SC

    I worked at Benefitfocus full-time (less than a year)

    Pros

    The company has a great culture. Its seems like it would be great to work in the other departments than HR Customer Service.

    Cons

    In HR Customer Service Department management act like they are in high school. It is basically a call center. When a client on the phone is requesting to talk supervisor or if further research need to be done, management don't want to do their job. There were plenty of times I felt like I was on my own. All management want to do is stand around and talk to other managers. The burden was placed upon the new employees, because once certain employees are given other tasks (handling faxes, emails) they felt they do not have to answer calls anymore. Thus when the call queue is in the red, management is always sending dumb emails for everyone to get on ready. When everyone should be ready to answer calls to begin with. Management have their favorites of who they want to promote and assign to do other tasks. This is a reflection of the high turnover rate in the department

    Advice to ManagementAdvice

    The HR Customer service department needs to be restructured.

    Recommends
    Neutral Outlook
    Approves of CEO
  2. 5 people found this helpful  

    Better Pay attention to your Customers,....or you will have none

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Former Employee - Anonymous Employee
    Former Employee - Anonymous Employee

    I worked at Benefitfocus full-time (more than 3 years)

    Pros

    Dynamic market and space to be in; Cloud software and healthcare. The company has a great marketing/PR engine around their culture and their products which has created a lot of buzz in the marketplace the last couple years. They have also grown very quickly and have accumulated some great "logo" customers.

    Cons

    They focus so heavily on growth with new sales that they have not been able to keep up with supporting customers. Implementation teams and customer service teams are REALLY struggling. Due to the rapid growth, all the seasoned folks have been promoted and they have hired a lot of young, less experienced people to back fill. Because of the long hours and grinding work, many of these people leave shortly thereafter, or the work completed is sub-par requiring re-work which just perpetuates the cycle of the hole they are digging for themselves.

    in a SaaS business you MUST keep the customers that you sell as it's a subscription model. I know many of the new customers that Benefitfocus has signed up in the last year are unhappy. If they don't address this problem quickly I don't believe the company will recover because the "word on the street" will be out. In a SaaS model customers don't become profitable until about years 2-3 and Benefitfocus contracts are only 12 months, so they MUST earn the business every year. At the rate they are going and the amount of competition out there, their renewal rate will begin to decline if they don't "stop the bleeding".

    Advice to ManagementAdvice

    Focus on your customers and pay attention to the details of executing the business. Growth at any cost is not a strategy that will pay off in the long run when you are operating the company at a loss. Soon that new revenue you are desperately chasing will dry up and you will not have enough happy customers to keep the lights on.

    Hire some people with domain expertise (i.e. benefits/health care). Hiring young people right out of college is great to fill the seats and buy into the culture but you are not adding any value to your customers and they are VERY aware of this issue.

    Doesn't Recommend
    Neutral Outlook
    Disapproves of CEO
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