Kartavya Healtheon operates in the healthtech sector, offering digital health solutions aimed at improving patient engagement, telemedicine access and clinical workflows. The company delivers services such as virtual consultations, electronic medical...
Current and former employees describe a mix of pride and practical feedback. You will hear things like, “I joined because I believed in their mission” and “the work is meaningful, but processes can be slow.” Some say they enjoy close-knit teams where people help each other out; others note heavier load during product launches. Overall, testimonials reflect genuine commitment from staff, with recurring mentions of supportive teammates, opportunities to touch important healthcare problems, and occasional frustrations with internal communication. If you are considering working at Kartavya Healtheon, expect collaborative peers and real impact, balanced with room for process improvement.
The company culture at Kartavya Healtheon leans mission-driven and service-oriented. People often talk about patient-first values and a strong ethical compass. In practice, this means regular discussions about outcomes beyond profit and frequent cross-functional collaboration. There is a start-up energy in parts of the organization — innovation is encouraged — but other parts are still formalizing ways of working. The phrase “company culture at Kartavya Healtheon” often comes up in internal town halls, signaling continuous efforts to shape shared values.
Work-life balance at Kartavya Healtheon varies by role. In product, design, and clinical teams, you will find flexibility and reasonable hours most of the time. In operations, sales, or when deadlines hit, you may put in longer stretches. Employees say there are formal policies that promote flexibility, and managers often support time off. That said, peak periods can be intense. For job seekers seeking stability, the “work-life balance at Kartavya Healtheon” will depend a lot on team leadership and hiring stage.
Job security is moderate to good. The company has secured clients and contracts that provide recurring revenue, which helps stability. There have been selective restructurings in the past as priorities shifted, but large-scale layoffs do not appear routine. You will find that job security is stronger for roles tied directly to core product delivery and revenue generation and somewhat less certain for experimental projects or pilots.
Leadership is generally praised for its vision and focus on healthcare outcomes. Executives are visible and communicate strategy regularly. Management style blends strategic clarity with hands-on problem solving. However, some employees note a gap between strategic direction and operational execution — translating high-level goals into day-to-day processes sometimes gets bumpy. Overall, leadership is committed and accessible, though implementation follow-through can improve.
Managers are often described as passionate and invested in team growth. Many managers act as coaches and are responsive to feedback. Good managers provide autonomy and clear goals; weaker ones may be less consistent in feedback and performance management. If you value mentorship, you will likely find strong manager support in several teams, but expectations and management quality can differ across departments.
The company invests in learning and development, offering internal workshops, external training budgets, and access to domain experts in healthcare. There is an emphasis on upskilling in clinical compliance, data privacy, and product knowledge. New hires often receive structured onboarding, and there are informal knowledge-sharing sessions. You will see tangible learning pathways, especially in technical and clinical roles.
Promotion paths exist and are visible for high performers. Career progression is more straightforward in functions with defined competency ladders (engineering, product, clinical). Promotions can be influenced by business needs, so timing may vary. Employees who proactively take on cross-functional responsibilities and demonstrate measurable impact tend to move faster.
Salaries are competitive for mid-market healthcare startups. Entry-level roles often start around local market averages, while senior roles are benchmarked to industry standards. For example, software engineers and product managers typically earn market-aligned pay, with higher compensation in leadership positions. Exact figures depend on geography, experience, and role. Compensation is generally fair, though some employees feel faster market adjustments would be beneficial.
Bonuses and incentives are performance-linked. There are quarterly or annual performance bonuses for revenue-linked teams and spot recognition awards for exceptional contributions. Stock options or equity participation may be offered to key hires, particularly at senior levels. Incentive structures aim to align employee performance with company goals, but the richness of the package depends on role and seniority.
Health and insurance benefits are above average for a company of this size. Employees report comprehensive medical coverage, including family plans in many locations, and standard life and accidental insurance. Mental health support and wellness programs are available in several offices. Benefits administration is responsive, though some suggest better communication about benefits details would help.
Employee engagement is active: regular town halls, team offsites, hackathons, and community volunteering days focused on health awareness. These events are well-received and foster camaraderie. Informal socials and interest-based groups help people connect beyond work. Engagement initiatives reflect the company’s patient-centric mission and help maintain morale.
Remote work support is solid. The company provides tools, allowances, and flexible policies for remote or hybrid employees. Collaboration tools are standard, and managers generally trust remote team members. Some hybrid roles require in-office presence for certain activities, but remote work is accepted across many teams.
Average working hours are typically 9–10 hours on workdays during normal periods. During product releases or client deadlines, hours can increase. The company encourages time off after intense stretches and recognizes the need for recovery.
Attrition is moderate; some turnover is normal as the company grows and priorities evolve. There have been targeted reorganizations in the past, but no evidence of frequent company-wide layoffs. The organization appears stable, with most departures being voluntary for career moves or relocation.
Overall, Kartavya Healtheon is a mission-driven workplace that balances meaningful work with pragmatic challenges of a scaling healthcare company. You will find a supportive culture, competitive pay, and good benefits, along with room to influence products that matter. If you value impact, learning, and collaborative teams, working at Kartavya Healtheon could be a strong fit — just be prepared for occasional intensity and the normal growing pains of a fast-moving organization. Overall rating: positive with strong potential for those who seek purpose-driven healthcare work.
Read authentic experiences from current and former employees at Kartavya Healtheon
Stable leadership and clear process documentation. Good health benefits and a steady client base in the hospital network. Pay and perks were competitive compared to local startups.
Decision-making can be slow with multiple layers; limited flexible/remote options for operations roles. Periodic restructuring created uncertainty in team composition.
Open culture, supportive tech leads, frequent knowledge-sharing sessions and real ownership of features. Great for building backend and frontend skills in healthcare SaaS.
Compensation is a bit below market for senior roles and there are occasional crunches around product launches.
