- Inadequate Compensation: Base pay is low, with commission structures heavily skewed in favor of management. Account Managers, who carry the bulk of the workload, receive little to no performance-based compensation until client renewal.
- Unsustainable Workload: Employees are consistently expected to manage excessive workloads with little support or acknowledgement.
- Poor Leadership Transitions: Multiple abrupt leadership terminations occurred within a short time, with no transition plans or support for remaining teams. Interim roles were often assigned to team members without consent, resources, or clarity—some of whom were later also let go without notice.
- Title Inflation Without Pay: Responsibilities and job titles were increased without corresponding salary adjustments.
- Nepotism and Favoritism: Internal promotions and compensation decisions appear to be influenced by personal relationships rather than merit or performance.
- Unrealistic Demands on Product Teams: Roadmaps are often set with unachievable timelines, creating significant stress and burnout.
- Broken Promises to Clients: Leadership routinely commits to unrealistic client deliverables to close deals and earn commissions (for managers first, and folks doing the actual work, much later, and for a lot less), leaving cross-functional teams scrambling to meet impossible expectations—often resulting in missed deadlines and client dissatisfaction.
Could go on. But there are so many health tech companies in Canada. Search elsewhere.