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98point6

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98point6

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98point6 FAQ

Have questions about working at 98point6? Read answers to frequently asked questions to help you make a choice before applying to a job or accepting a job offer.

Whether it's about compensation and benefits, culture and diversity, or you're curious to know more about the work environment, find out from employees what it's like to work at 98point6.

All answers shown come directly from 98point6 Reviews and are not edited or altered.

35 English questions out of 35

March 18, 2021

What are perks and other benefits like at 98point6?

Pros

The people are amazing, and I know that phrase gets tossed around a lot but seriously. They genuinely care about you and the mission of the company. The benefits are great and the office has a tremendous view.

Cons

Can't think of a single con. If you are considering working here, do it!

The benefits are great and the office has a tremendous view.

March 18, 2021

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September 7, 2021

Does 98point6 offer an employee assistance or workplace counselling program?

Pros

I've worked for 98point6 full time for just over two years and witnessed significant growth, particularly in the last year. Everyone working here believes in our mission and is ready to work hard to deliver it. Blending health care and technology expertise has offers new perspectives to old problems. Employees have a strong sense of ownership in growing the company through individual contributions, and the benefits are quite generous. Our jobs are never boring, and we're challenged each day to collaborate in solving difficult problems together. The medical and product leadership teams are phenomenal; they are some of the smartest and most compassionate, charismatic people I've ever met.

Cons

1) We need to work faster to more thoroughly address disease prevention and chronic disease management, which includes capturing more clinical data and longitudinally tracking outcomes. 2) We need to work faster to not always rely on physicians as the first point of contact for patients; they are our most expensive provider type and forced to engage in visits that don't always require a physician opinion. 3) We need to continually evaluate the risks and benefits of relying on AI and automation. A bot will never replace the patient/provider relationship.

Advice to Management

1) Continue to make the mission and core values of the company key to all we do and especially to the people we hire - particularly leadership. 2) Listen for trends in the talent that is leaving the company- are there key messages coming from exit interviews? 3) Prioritize provider satisfaction and morale everywhere possible - their job satisfaction and well-being has a trickle down effect in every direction. If our providers (all providers, not just physicians) are not happy and engaged in their jobs, it has a negative impact on patient experience, clinical outcomes, company reputation, employee retention, and so on. 4) Continue to place a strong emphasis on employee ownership of the company - listen to feedback and encourage mechanisms for employees to bring our best and brightest selves to work.

Employees have a strong sense of ownership in growing the company through individual contributions, and the benefits are quite generous.

September 7, 2021

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March 13, 2022

Does 98point6 offer unlimited time off?

Pros

It is extremely rewarding to work for a company with a mission like 98point6. Everyone at the company has this common motiving factor to better healthcare and strive to help people. Additionally the PTO and time-off are better than most companies.

Cons

Outside of what I have included in the pros, everything else in a con. The biggest two factors are terrible managers and extremely weak pay. I have never worked harder in my career then I did at 98point6 and the company pays extremely low, even for a start-up. People across all departments leave 98point6 for ridiculous compensation increases. Similar to other reviews, it seems like HR refuses to listen to complaints or utilize data to improve known problems. Internal complaints go no where and annual merit increases are a joke. About a year into joining, everyone quickly realizes the pros of the company mission are far outweighed by the lack of compensation, tone deaf leadership, and huge work loads. There has been a max exodus from the company for the last couple months in addition to the CEO, CPO, and CTO all departing the company. It does seem like the writing is on the wall and employees are showing their feedback by departing the company since it seems to be the only way to be heard.

Additionally the PTO and time

March 13, 2022

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September 8, 2021

What is the retirement plan like at 98point6?

Pros

I was given agency in my work and had the chance to work on meaningful projects from start to finish. It was a challenging, but extremely rewarding internship. Even as an intern, I had excellent benefits. My gym membership, a brand new home desk setup, and transportation and parking costs were all covered by the company. I was also able to participate in the 401k match. The people here are amazing. 98point6 only hires the best of the best and I feel very fortunate to have had the chance to meet and work with so many talented and accomplished individuals.

Cons

This is a very minor complaint, but working at a growth company like 98point6, things are changing quickly, which means some of the work might end up not being as important as you initially thought. I worked on one or two projects that I spent some time on only to realize that we didn't need the results as much as we thought we did. That being said, the vast majority of my work was meaningful and interesting, but there were a few times where I felt like I wasted effort.

I was also able to participate in the 401k match.

September 8, 2021

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May 17, 2021

What is paid time off like at 98point6?

Pros

Despite needing to grow fast, there has always been a lot of consideration shown towards employees, very generous leave and PTO policies and in general everyone trying to pull towards the same goal. Sure there are plenty of conflicts and disagreements, but our values are what keep us largely aligned to our goals.

Cons

There is always a tug between building fast, and doing something "enough" just now or building a better solution that has greater long term value. At times its frustrating to see the easier solution being chosen, but to be fair there is always some discussion around it before a conclusion is chosen.

Advice to Management

Bias for Action & Consider the Long View are always going to be at odds with each other. Please always watch out for this as you keep growing.

Despite needing to grow fast, there has always been a lot of consideration shown towards employees, very generous leave and PTO policies and in general everyone trying to pull towards the same goal.

May 17, 2021

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35 English questions out of 35

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Company Updates

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98point6

481 days ago

Company News
Remote-friendly at 98point6 Our Seattle headquarters has, and will continue to be, a vibrant place where teammates can come together to celebrate, collaborate and connect. Just as we are reimagining the healthcare experience, we are also redefining our work environment in response to the changing times. This includes transitioning to a remote-friendly model, which we believe offers much-needed flexibility and value to current and future employees. Our roles are now categorized as either Work From Anywhere, Work From Seattle (in-office or at-home) or Full-time In-office. To learn more about the categories various roles fit into, simply select a job posting.
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Career Opportunities | 98point6
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98point6

1062 days ago

We're excited and proud to share three major upgrades to our 98point6 parental leave policy. Our primary parental leave has increased from 12 weeks to 18 weeks and our secondary parental leave has increased from 4 weeks to 10 weeks. We’ve also added an “ease in” program where parents are able to return to work on a graduated schedule—helping make their transition back a little bit easier. In addition, we’re introducing a leave share benefit that extends to partners of employees who may not otherwise receive paid time off to care for and bond with their new child. “This policy is one that rivals some of the largest companies in the U.S. and for a company of our size and stage, being able to go the distance and deliver this kind of meaningful benefit to our employees is something we are truly proud of.” -Savanna Thompson, Director of Talent
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