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Helpful (4)

pay and benefits aren't that great

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

I have been working at MedAssets full-time

Doesn't Recommend
Disapproves of CEO
Doesn't Recommend
Disapproves of CEO

Pros

- Good, reasonable managers.
- Good, reasonable coworkers.
- Profitable (at least in the Spend Mgmt segment).
- Work/life balance is OK.

Cons

- Pay is below average.
- Medical plans are financially burdensome on the employee.
- No career path upward.
- All of the above has resulted in high turnover, which means a large amount of productivity is spent on hiring and training new people.

Advice to Management

Please invest more in your employees (i.e. MedAssets should pay them at least market average and take on a larger portion of medical costs). Employees get frustrated when they see their efforts to make the organization profitable result in below average wages and a large out-of-pocket expense for their medical plans.

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  1. Helpful (2)

    Train Wreck

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

    I have been working at MedAssets full-time

    Doesn't Recommend
    Neutral Outlook
    Disapproves of CEO
    Doesn't Recommend
    Neutral Outlook
    Disapproves of CEO

    Pros

    PTO is generous. Health care benefits are competitive. Salaries are fair. Management at the corporate level seems to genuinely want to provide a profitable successful service to clients; however they are looking at things from more of a sales and marketing perspective. They seem to lack the 'how to' once they seal a deal.

    Cons

    Nashville office is a disaster when it comes to training & communication. There is almost non existent training on systems. The company provides insurance billing and collection services for hospitals around the country which use a variety of systems but there is a large training room that sits vacant. When a new contract comes on board you maybe have a day or two advance notice, even though it has been in the works for some time. There is no attempt to have a person knowledgeable in A/R systems meet with the client and go over their billing systems, internal procedures and then bring that knowledge back to the staff that will be working those accounts & to TRAIN them on those systems. Posting minimal information on a shared drive about the contract is about the extent of training. They bring new employees in and pretty much give them a desk and a chair. Reps should be appointed new contracts within a reasonable time before they come on board and be given basic training/overview on the hospitals systems, billing and collection practices. Staff is expected to know clients system & internal processes with no exposure. Each client has specific guidelines for working their accounts but there is very little discussion on processes until a client has expressed concern over accounts being handled differently from their internal standards.

    Management and Supervisors are in endless seemingly unproductive meetings. They offer very little or no assistance with set up, sign ons, access, client concerns, needs & communicating client specific processes. When employees complain about lack of training then mgmt schedules training on the companies own software system that everyone is familiar with; they don’t get it. The problem areas lie with the outside systems, unfamiliar to the staff. Getting the contract is where the service to the client stops. It is a house of cards. When it fails then there is a mad scramble to try to keep an unhappy client. They are content to have a body in a chair. It is a recipe for disaster. When contracts fail then staff is laid off when the responsibility lies with management. The same mistakes are made over and over. There are cliques within the team and supervisors have little or no helpful interaction or direct contact with team members on a daily basis about substantive issues. It’s like a bunch of people “playing office” like when you were kids. The NJ office has great teamwork and mgmt at that location is much more effective.

    Advice to Management

    Getting a contract is only the beginning. People need the tools necessary to perform. The role of managers and supervisors should be to act as facilitators in obtaining those tools & to insure staff are properly trained & informed. Mgmt and supervisors are checked out. MedAssets is missing a mid level tier of supervision that should be solely be responsible for training on client systems, resolving billing/collection & A/R issues with each client, communicating clients’ processes and working closely with team members and client representatives. There also needs to be resolution regarding their system issues including many problems with inaccurate importing/reporting of A/R.


  2. Helpful (2)

    Bittersweet

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

    I have been working at MedAssets full-time (More than 10 years)

    Doesn't Recommend
    Negative Outlook
    Approves of CEO
    Doesn't Recommend
    Negative Outlook
    Approves of CEO

    Pros

    Met some really nice people at this job. Flexibility is awesome.

    Cons

    Not too fond of the "new" culture. Territory wars all over the place between old MedAssets and New MedAssets


There are newer employer reviews for MedAssets
There are newer employer reviews for MedAssets

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