Linus Health Reviews

Hello, We appreciate you taking the time to bring your concerns forward and we apologize that this has been part of your experience thus far. We do also appreciate you mentioning the importance and significance of our mission and how that has played a huge role for many of us who have joined. In February, we implemented a survey that allowed employees who reported to Executive Leadership to provide anonymous feedback on their direct manager. The goal of this survey was to give employees a forum to provide feedback and insight on what their leaders are doing well and to also help us understand where there may be areas of improvement in their management and behavioral styles. After all feedback was submitted, we met with each individual on the Executive Leadership Team to share the survey feedback including the top 3 behaviors that they should start, stop and continue. We will be sending out a follow up survey with similar questions to the same group of employees so we can determine whether or not behaviors have changed or areas of concern have improved. While this survey was specific for our Executive Leadership team members, we look forward to rolling out additional surveys in the future(peer to peer, 360, etc). We also distribute exit interviews to every employee who leave Linus and use this as another opportunity to gather input on what we are doing well and areas where we could improve. To address your comment regarding benefit differences, there are no benefit differences between remote & Boston based employees, albeit, that we encourage Boston employees to come into the office once a week. Boston based employees are also offered free breakfast(Tuesdays) and lunch(Wednesdays), a perk that is not offered to remote based employees. We want to continue to make Linus Health a best place to work where every employee feels valued, safe and supported. We know there’s always room to improve and we are deeply committed to providing all layers of management with the tools and resources necessary to be effective leaders and mentors to each of their direct employees. As always, we encourage you to continue to bring any and all feedback directly to HR so we can take the necessary steps to ensure we are making improvements in the areas above. Best, Linus Health

Hello, We are sorry that this has been your experience and we thank you for bringing your concerns to our attention. In February, we implemented a survey that allowed employees who reported to Executive Leadership to provide anonymous feedback on their direct manager. Through this survey, we were able to understand what their leaders are doing well and to also help us understand where there may be areas of improvement in their management and behavioral styles. After all feedback was submitted, we met with each individual on the Executive Leadership Team to share the survey feedback including the top 3 behaviors that they should start, stop and continue. This month, we sent out a follow-up survey with similar questions to the same group of employees to determine whether or not behaviors have changed or areas of concern have improved. If behaviors or areas of concern have not changed, then we will work with our CEO and VP of People to determine the best steps forward. As a company that focuses on brain health, one of our biggest priorities is to avoid employee burnout. As such, we offer employees an unlimited PTO policy and monthly flex days that can be used how the employee sees fit. We will also be running quarterly reports to ensure that employees are taking PTO and their flex days in line with our time off policy. Teams such as Engineering or Product that may have tight deadlines have planning meetings to ensure that the work the team is committing to is reasonable and achievable within a 2 week period and will limit the number of hours worked outside of normal business hours. While we are busy and encourage folks to get up to speed as quickly as possible, we understand the importance of an effective onboarding program to ensure that each employee is able to have a smooth, effective and easy transition into Linus. In order to give employees a forum to provide feedback on the onboarding experience, we have launched a new hire survey which gives employees an opportunity to share their experience on the company onboarding(30 days in) as well as role and departmental specific feedback(60 days in). We will use, share and communicate this feedback as we work to continuously improvise and iterate on our onboarding processes and experiences for all new hires. As a start-up company, we want to foster a culture of team-building and collaboration. We continue to make this our focus through initiatives such as quarterly lunch and learns, annual company-wide gathering and department off sites. At our most recent May event, the engineering teams were able to spend some time working together in person and also had dinner and other activities lined up over the course of a few days. Thank you again for taking time to bring your concerns forward. In order for us to be as responsible as possible, ask that you bring any feedback directly to HR so that we can address any issues or concerns accordingly. Best, Linus Health