Telligen reviews about "salary"

Health insurance plans are low quality/high deductible and the premiums increase each year. PTO was also recently cut back because management determined that they could not be competitive on contract bids because their overhead costs were too high. Sick leave was taken away, replaced by disability insurance which pays only a fraction of your salary while you are away (around 60%). Management is so out of touch that they recently introduced a "sabbatical program" - but instead of giving you time OFF from work (which is the IDEA of a sabbatical) they want you to use this time to innovate and provide new business ideas to generate revenue. Many staff I have spoken to are frustrated because of the fact that the company preaches innovation and wants it's employees to constantly be working on RFPs to generate new business. Staff can barely keep up with the current workload on existing contracts, and yet they are poked and prodded to generate new business. The whole climate at Telligen is solely based on two ideas - REVENUE and SHARE PRICE. Because of this ridiculous obsession, product quality has really taken a back seat and is why my outlook is low for the future.

Unfortunately, the cons began to outweigh the pros the longer I stayed. Career advancement is extremely limited, and when opportunities do arise, HR or the CEO often introduce last-minute “policies” that mysteriously didn’t exist before, effectively blocking internal promotions. Hiring decisions, performance raises, and even day-to-day operations are all subject to CEO approval, leaving managers powerless and demoralized. The CEO is notoriously hands-on in the worst possible ways — monitoring badge swipes to enforce arbitrary return-to-office mandates, even when teams are fully remote and located in other states. Leadership beneath him is largely disengaged or ineffective, as they have no real authority. The compensation structure is misleading at best. Despite repeated messaging about “transparency,” salary bands are confusing and skew low. Raises are inconsistent, cost of living increases don’t exist, and whatever you’re told by HR depends entirely on what the CEO decides behind the scenes. HR often cites fairness and consistency across departments, but in practice, criteria vary wildly. Turnover is high — not due to performance, but due to burnout, toxic leadership, and the complete erosion of trust. I’ve seen excellent employees pushed out, and when anyone raised concerns, the blame was placed on them rather than on the broken system. Finally, when I left Telligen, I was never given the opportunity to provide an exit interview or share any of my concerns or reasons for leaving. I am not the usual type to write reviews of any kind, but I felt like the issues at Telligen are worth sharing to potential employees and partners. The culture has shifted dramatically, and until there’s a structural change in leadership style and trust-building, I can’t recommend it to anyone. Engage at your own risk.

Unfortunately despite the many "pros" Telligen provides motivation and incentive that is mostly verbal. You'll receive praise and awards even, but when you take on additional responsibility, salary does not increase. They sort of hide behind the "employee owned" title and you never see pay raises that are aligned to what you are expected to perform. If I was to go to another company, it would be certain that I would receive a 20-30% pay raise doing the same work. At times I have felt penalized for out-performing the job they hired me to do. Again, a lot of verbal praise but nothing materializes out of it.

Management has a tendency to only give high profile, important projects to the 'same' team members. This is detrimental to the moral of team members who are wanting to advance their careers. Telligen shares contracts with another company, due to this there is uncertainties regarding long-term employment. Salaries are below mid-point for numerous positions.

-like MANY other reviews have said the culture at Telligen is negative and toxic -focus is on quantity not quality -management is out of touch with their employees -salaried position in which they discourage breaks (lunch etc.) and encourage working longer hours -extremely hard to get days off (vacation time, doctors appointments etc. unless you have FMLA) -they LOVE employees who suck up to them & have favorites -managers have unprofessional relationships with their favorite employees (boundary issues) -employees are given power/authority over their coworkers even when that isn't their job- which creates hostility towards one another -Technology is extremely outdated. -Very cheap and won't invest in new computers, headsets, splitters etc. in order to do your job -system on which you chart on crashes multiple times a day losing all of your charting -they say they want young people and want to retain millennials but don't understand the concept of "work-life balance" -work environment is "high school like" with clicks, favoritism, dirty looks, and dishonesty -not able to work from home due to lack of technology -medical insurance is terrible and expensive -401k match was changed to employee owner stock -if you have more than 3 sick days per YEAR you get an "occurrence" which add up to disciplinary action -most nurses & management have been out of practice for 6+ years and giving patients advice that is not evidence based & out of date -for nurses NO opportunities to advance due to being such a small company

Depending on the team the structure can be flat at times, making it difficult to be promoted over time. While the salaries are competitive to attempt to offset this, if you're an aggressive career ladder-climber you may be disappointed in the long run.

Salary is below market value for a lot of positions. Upper management does not take any risk which causes a lack of development in New products and services. Technology that is used is outdated however it is starting to get better.

Benefits are pretty average to average