A Sinking Ship with No Real Leadership or Incentives Left - Anonymous employee Tendo Employee Review

Leadership Lacks Critical Domain Expertise — And It Shows: In a health tech company, every person in executive leadership should, at a minimum, possess both strong technical and clinical experience. If someone only has one or the other, they’re simply not equipped to offer meaningful insight. - If it’s just a clinician who doesn’t understand how modern software is built or scaled, they’re left handwaving and offering shallow suggestions that don’t translate into usable product. - If it’s someone technical without deep healthcare understanding, they’ll build products that seem sound on paper but completely miss real-world usage complexities in healthcare. Without both domains represented in each individual leader, the company is stuck spinning its wheels—shipping misaligned features, misunderstanding customer feedback, and walking into avoidable pitfalls. The refusal to set the standard for cross-domain expertise has been one of the company’s biggest downfalls. It’s been years of watching this happen—and nothing has changed. Raises That Don’t Beat Inflation: A 2% raise is not a reward. It’s a message. When inflation is higher and the cost of living climbs, calling that a “merit increase” is almost insulting. A company that claims to be a “family” should treat its people better. At the very least, meet the market. Instead, top performers are demotivated and disengaged. Broken Bonus Promises: Year after year, leadership promises that bonuses will be decoupled from company performance, and tied to individual contributions, or they'll figure something out that works for everyone. But when the time comes, the bonus program is quietly scrapped or deprioritized—always with some version of “given the circumstances…” And employees are told to just be grateful for their 2%. Turns out leadership is just figuring out something that works out best for them. Equity That Carries No Weight: Equity refreshes are handed out, but in a company with no growth trajectory, unclear exit strategy, and high attrition, they’re effectively worthless. They certainly don’t replace competitive cash compensation. AI Hype With No Strategy: Leadership suddenly pivoted to AI without the technical expertise or foundational infrastructure to back it up. It’s just surface-level talk—more buzzwords than strategy. Recent Product Sale – No Transparency, No Profit Sharing: Leadership made a big internal push to close a recent product sale, rallying many employees to support it. This was one of Tendo's initial products that was eventually scrapped due to poor market uptake. Leadership somehow sold the rights of this product to another company, but once it went through, there was zero transparency: no information on how much it sold for, how it would impact the business, or how all the employees who worked hard to help make it happen would benefit. There was no bonus, no recognition, no shared upside. To make matters worse, several Tendo employees were cherry-picked and forced to join the acquiring company. So much for being a “family.” Culture is Broken — and Leadership Still Doesn’t Get It: Many employees still at the company are dejected and already planning to leave. You can feel the energy drop across the board.