Such a fun office and inclusive culture! - Associate NeuroFlow Employee Review

The team prepared an in-depth onboarding process that allowed me to move at my own pace while still contributing where I can, so I haven't felt like I was struggling or pressured to ramp up. The entire team is mission-driven to make a positive impact on behavioral health. There is an emphasis on openness and collaboration that keeps the remote work from feeling siloed, which is something companies I've worked for in the past have struggled with.

There were times during onboarding that I was told that the training I was about to engage in would likely not be relevant to me.

Compensation is competitive. If you are in a role that directly touches revenue or risk mitigation, you may find the work interesting and the pay worthwhile. Save as much of it as you can.

People Ops operates in cycles, hiring aggressively and then laying off just as aggressively, with little apparent consideration for what that pattern does to team cohesion, psychological safety, or the humans caught in it. I watched people get laid off while on parental leave. I watched long-tenured employees who had given everything to this company be let go with little warning and less support. There are roles here that appear designed to push people out rather than set them up to succeed. The benefits handling during and after layoffs is genuinely harmful. I have heard directly of employees being terminated with serious medical conditions and given only one week of insurance coverage. More recently, a mass email reportedly went out to laid-off employees informing them that their COBRA coverage was being terminated, which is a cold, bureaucratic way to communicate something that has direct consequences for people’s health and financial stability. The layoff-to-rehire cycle also raises real questions about intent. When the same roles keep disappearing and reappearing, it is hard not to conclude that the instability is a feature, not a flaw. For a company that publicly positions itself around improving health outcomes and suicide prevention, the internal culture reflects a striking disregard for the wellbeing of its own people. Senior leadership lacks meaningful diversity, which matters enormously when your stated mission is to serve vulnerable and underrepresented communities. The mission is real in the marketing. It is harder to see it in the decisions or in the room where those decisions get made.