Frequent layoffs, leadership concerns, and product challenges - Anonymous employee Kalderos Employee Review

My experience at this company has raised serious concerns about its leadership structure, internal culture, and long-term sustainability. Here’s why: *Layoffs, hiring practices, and company growth* Over the course of about 16 months, the company conducted four separate rounds of layoffs. These layoffs often followed delays in product launches that employees had originally been hired to support. This cycle of hiring ahead of projected growth and then reducing staff when timelines shifted creates a constant sense of instability across teams. Despite leadership frequently framing the company as being in a strong growth phase, the internal reality often feels very different. Ongoing layoffs, shifting priorities, delayed launches, and increasing customer churn suggest a company struggling to maintain momentum rather than one experiencing sustained growth. Many employees have begun to quietly question the company’s long-term trajectory, and a lot of top talent has recently left, as the internal focus has increasingly shifted from building sustainable growth to reacting to immediate operational challenges. This disconnect between external messaging and internal conditions creates confusion and frustration among employees. *Management culture* At the same time, leadership hiring practices have appeared heavily concentrated within personal networks. Many executives brought in former colleagues as directors or VPs, who then hired people from their own circles and promoted them. Over time this has created a noticeable “inner circle” dynamic where certain employees appear insulated from layoffs and promoted quickly, while others - notably the top performers - are let go. Performance metrics that could help create transparency are not always consistently shared. As a result, it is often unclear how layoff decisions are being made, and many employees feel those decisions are influenced more by internal relationships than performance. Management culture further contributes to the environment. Employees are frequently discouraged from raising concerns, offering feedback, or questioning decisions, because they have seen former employees who did so be let go. The safest approach for many is simply staying quiet and avoiding attention. Managers often speak poorly about their direct reports to other members of that same team, leaving you questioning whether the same is being done about you. Those team members are often let go in the next round of layoffs. *Product and operational challenges* The product itself has faced ongoing challenges. Data reliability issues, persistent bugs, and limited functionality have been common concerns. In some cases, clients were sold capabilities or reporting features that did not exist, leaving internal teams to build manual workarounds or rely on spreadsheets to deliver on those commitments. For a technology company, the reliance on manual workflows is surprising. Additionally, priorities, KPIs, and targets frequently shift, sometimes depending on who is asked or when. This creates a constant “fire drill” environment where teams are reacting rather than executing against a clear strategy. *Company culture and client relationships* Despite positioning itself as a partner to the 340B organizations it serves, leadership often speaks about those partners in ways that suggest distrust. This creates tension for employees whose role is to support those clients while hearing leadership question their motives internally. Overall, the combination of repeated layoffs, shifting priorities, leadership favoritism, customer churn, and unresolved product issues make it difficult to feel confident in the company’s direction. For a company that positions itself as bringing “transparency and trust” to a complex healthcare ecosystem, the internal lack of transparency around strategy, layoffs, and product direction is particularly striking. Many talented people have worked here and seemed to genuinely want the company to succeed, which makes the ongoing organizational and product challenges all the more frustrating. Prospective employees should carefully evaluate whether this environment aligns with the level of stability and transparency they expect in a workplace.