0/10 DO NOT RECOMMEND - Sales Representative eHealth Employee Review

1.0
Jan 27, 2021
Recommend
CEO approval
Business Outlook

Pros

The pay can be good.

Cons

I loved GoMedigap (now eHealth) when I first started working there, but it slowly began moving away from actually helping seniors with important Medicare decisions to becoming more transactional and less morally sound. As someone who's worked with seniors for many years, it felt largely unethical to me, personally. They micromanage you, listen to your calls without your knowledge, and play your calls in front of the whole team so everyone can analyze exactly what you did wrong (trust me, doesn't do anything for your morale/confidence). There is no structure or standardization in HR processes nor upper management. They mostly fly by the seat of their pants and say they care about their employees but I found that to be vastly untrue. I had a death in my immediate family and they did not give me bereavement nor adjust any of my goals, even when I had to miss a few days to take care of this person during their final days. Very hot/cold temperatures with management (act like they love you to your face and talk negatively behind your back). Ultimately they care more about the business than they do the employees. Extremely toxic environment. Apply at your own risk.

Explore other reviews about eHealth

5.0
May 4, 2026
Recommend
CEO approval
Business Outlook

Pros

Great benefits, competitive pay, winning culture

Cons

Nothing comes to mind here

1.0
Apr 20, 2026
Anonymous employee
Recommend
CEO approval
Business Outlook

Pros

eHealth RevOps offers a fast-paced environment with strong exposure to healthcare operations, commissions, and cross-functional collaboration. The work is meaningful and provides opportunities to build analytical, problem-solving, and process improvement skills. Teams are generally supportive, and there are opportunities to learn from peers with deep industry knowledge. The role provides hands-on experience with complex data, audits, and reconciliation processes, which is valuable for strengthening both operational and financial skill sets.

Cons

Leadership is a significant challenge. The Senior Director’s approach tends to be highly hands-on, which can limit autonomy and make it difficult for employees to feel fully trusted or supported in their roles. The environment can feel high-pressure rather than growth-oriented. At the Senior Manager level, there are concerns around consistency, professionalism, and fairness. Communication style can come across as overly direct or discouraging at times, and there are perceptions of favoritism that impact team morale and overall engagement. There are also gaps in leadership presence and support. 1:1 meetings are frequently canceled, and team members often need to rely on other leaders for guidance. While tracking and reporting are maintained, there is limited hands-on support, coaching, and clear direction for the team. Training is another challenge. Onboarding often relies on current employees who are expected to maintain their full workload, creating a high-pressure environment with little room for error. This makes it difficult for new hires to ramp up effectively and confidently. Overall, these factors can make it challenging for employees to feel supported, develop professionally, and operate with clarity and confidence.

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