Heidi Health Reviews

The only con for Heidi isn’t necessarily a con for all—this is a real deal early stage startup (the nyc team.) I’ve worked in startups for years but haven’t ever really been somewhere quite like Heidi—and I had conflicting emotions about it throughout my time there. The team is EXTREMELY young, like SVP levels are new grad young—and I usually like that kind of grit but it did lead to an interesting culture. Most of the NYC team knew each other from Australia and spent upwards of 10ish hours a day at the office, then would hang out after and on the weekends. I loved the camaraderie and the vibe but as a newcomer 8-10 years most of my colleagues senior, I couldn’t show up physically in the same manner. My role was a senior level role that was hired as 50/50 hybrid, but it became obvious to me that I was the only one not tied into this tight knit culture. The office slack was often bombarded with social plans on weekends, and I couldn’t help but feel that my not being there put me on the chopping block irregardless of job performance. I’ve always been rather social with my colleagues, but I had trouble breaking into it here. Ultimately, my role was eliminated at the explanation of not wanting to focus on enterprise strategy but more small and medium business. Totally understandable, and they were fair with severance—-but I can’t shake the feeling that a less senior role would have been more secure. Additionally, I’m not sure leadership understands the length of an enterprise sales process, I got the feeling they thought major health systems would close in months not years. There’s also no real commission ramp, which I have personally never seen in a senior sales role. The other cons are less permeating things like a horrid payroll provider that messed up over 50% of my paychecks, sloppily planned business travel on less than 5 days notice, multiple ppl in a tiny office (this piece has been corrected.) All of this to say is that if you’re 23 and new to the city, I would 100% do this. Cool smart ppl, you’ll learn a lot. If you’re a senior level employee, I would be wary. I think this culture is what got Heidi to where it is, but as the cliche goes : “what we did got us here, but won’t get us there”—I fear that growth and scalability to a full blown top tier company will be stunted by these little things.

No team structure or leadership layer. There are no PMs, and VPs expect new hires to self-direct on everything. Success is undefined — "impact" means spamming PRs and flashy demos at the bi-weekly show-and-tells. The performance culture is superficial and sycophantic by design. No engineering quality gate. A single monolith is shared across a dozen teams with no senior engineers gatekeeping. CI/CD builds take forever, PRs pile up for weeks, and code quality is degrading fast because everyone is incentivised to ship, not to ship well. DevOps is a structural bottleneck. You have two options: persuade the (overloaded) DevOps team to help you spin up a new service, or wrestle the monorepo and wait weeks on PRs. Both take forever. DevOps themselves need weeks to ship a trivial service — the resentment toward them is real, but it's a systems problem, not a people problem. Nobody gets credit for filling the gaps, so the shortest-path hack becomes the only viable solution. Burnout is the baseline, not the exception. Everyone is visibly exhausted and running on autopilot. Hiring without a plan. Heidi burns money on talent but has no team-building structure, no onboarding support, and no documentation. When you raise this, the answer is "just ask Notion AI to summarise Slack." Long-tenured employees are either comfortable with the dysfunction or lack the taste to see how hostile it is for anyone trying to build something new. Nothing is built to last. Ship it and forget it. This is literally in the core values, which creates an unresolvable paradox: how do you do something fast and with quality and depth at the same time? The org has picked a side, and it isn't quality. Boys' club dynamics. A favoured few run the show without demonstrating strong engineering fundamentals. Once you have upper management's trust, rules don't apply to you. Planning carefully, thinking defensively, or behaving like a responsible engineer will actively hurt your standing. "Hire fast, fire fast." Direct quote from leadership. Believe them. This is not a mature company. It's a small-team mindset scaled up past its breaking point, and the cracks are everywhere.