Best Telehealth Companies to Work for (991)

Mission & Purpose: Work is closely connected to real clinician workflows and patient care, which many find motivating given the platform’s broad reach among U.S. clinicians.

Work-Life Balance: A long-standing remote-first model with flexible arrangements and periodic offsites supports day-to-day flexibility and balance.

Team Support: Colleagues are often described as smart, humble, and collaborative, creating a supportive day-to-day environment.

Mission & Purpose: The patient‑first mission (“give power to the patient”) is emphasized and described as motivating in day‑to‑day work. Teams connect decisions and cross‑functional collaboration to improving access to care across specialties and locations.

Benefits & Perks: Comprehensive health coverage (including 100% paid employee options on some plans), a 401(k) match, paid parental leave, and daily in‑office lunches and wellness activities are prominently offered. These, paired with hybrid flexibility, signal a well‑rounded total rewards package.

Team Support: Colleagues are often portrayed as friendly, collaborative, and supportive, with recognition rituals (values awards, public shoutouts) reinforcing appreciation. In‑office community events and active ERGs further strengthen connection and inclusion.

Mission & Purpose: Work is often described as meaningful, centered on bringing preventive care into patients’ homes and closing care gaps. Expansion of Care+ across roughly 25 states underscores a mission with visible reach.

Team Support: Colleagues are frequently characterized as supportive, collaborative, and willing to help, with approachable leadership and a 'family' feel in some teams. Cross-functional problem-solving and a sense of belonging are common themes.

Benefits & Perks: W-2 employment for field staff and packages including medical/dental/vision, 401(k), PTO, equity, and mileage reimbursement are highlighted. Some roles also note flexible or hybrid schedules and supportive policies.

Mission & Purpose: The company’s patient-first, insurance-based nutrition care places access and outcomes at the center of daily work, giving many a clear sense of impact. Feedback suggests evidence-based counseling and expanded coverage make the mission feel tangible.

Autonomy: Clinical roles are often described as remote with significant control over schedules and caseloads, enabling practitioners to focus on counseling rather than running their own billing stack. The in‑house platform and matching by clinical interest reinforce ownership of practice.

Team Support: Colleagues are frequently characterized as kind, collaborative, and community‑oriented, with shared resources that simplify telehealth practice. Recognition programs and public shout‑outs help celebrate contributions and foster connection.

Mission & Purpose: The work centers on supporting families through bereavement, estate tasks, caregiving, and leave, which many describe as uniquely meaningful. Company materials emphasize compassion, accountability, and a tech-enabled care model that ties daily roles to tangible human impact.

Benefits & Perks: Listed offerings include premium healthcare, four weeks of PTO plus holidays and sick leave, paid parental leave, bereavement support, equity, and a 401(k) match for U.S. employees. Hybrid offices in New York and Tel Aviv and home‑office stipends for some roles add practical flexibility.

Team Support: Culture is portrayed as inclusive, low‑ego, and collaborative, with close cross‑functional work in “boutique” hubs. Structured onboarding, recognition rituals, and knowledge sharing reinforce a supportive environment where ideas are heard.

Mission & Purpose: Work centers on steering patients to high‑quality providers through data and incentives, with recent partnerships and scale signaling real‑world impact. Feedback suggests many find this healthcare focus motivating and meaningful.

Benefits & Perks: Flexible PTO, paid parental leave, a six‑week sabbatical after five years, equity, a 401(k) match, and the distinctive “Garner for Garner” reimbursement are prominently highlighted. These offerings are presented as competitive for a scaling health‑tech company.

Autonomy: Engineers and other roles are often given ownership of products and processes in a fast‑paced, data‑heavy environment. Feedback suggests substantial latitude to solve problems and take on stretch work.

Mission & Purpose: Work ties directly to patient access, adherence, and outcomes via a vertically integrated, direct-to-patient platform spanning telehealth, pharmacy, and at-home testing. GLP-1 weight-management initiatives (the Body program) make mission alignment and measurable impact especially concrete.

Benefits & Perks: Public materials outline unlimited PTO, full medical/dental/vision, 401(k), wellness support, parental leave, and a stipend/credit on Ro’s platform, with third-party employer-brand profiles echoing competitive offerings. The company is also recognized on workplace lists noted in public sources.

Innovation & Products: Engineering, product, clinical ops, and pharmacy collaborate to ship quickly in a regulated space, with a bias for action and a “never say it’s not my job” ethos. Rapid launches and tools around GLP-1 programs illustrate a test-and-learn, builder-friendly environment.

Mission & Purpose: Work is frequently described as meaningful due to serving Medicare-eligible older adults through virtual psychotherapy, care navigation, and wellness, giving clinicians a clear sense of impact. Feedback suggests this elder‑care focus attracts providers who value purpose-driven work.

Work-Life Balance: Many roles are remote with flexible scheduling and an option to choose W‑2 or 1099, and operational support (billing, referrals, AI‑assisted documentation) reduces administrative load. These elements are cited as enabling clinicians to manage caseloads around life commitments.

Manager Effectiveness: Leadership and clinical leads are often characterized as accessible, responsive, and supportive, with smooth onboarding and day‑to‑day help that lets clinicians focus on care. Feedback suggests managers handle issues directly and provide guidance aligned to the realities of geriatric telehealth.

Mission & Purpose: Work is often described as meaningful, tying daily efforts to improving healthcare access and outcomes through AI-enabled, clinician-supported navigation. Many roles touch the care‑navigation stack, giving people a clear line of sight to patient impact.

Work-Life Balance: Flexible, remote‑first arrangements are credited with supporting balance, aided by meaningful PTO and dedicated Wellness Days. Teams operate across locations with autonomy that helps individuals manage schedules effectively.

Benefits & Perks: Benefits are described as comprehensive, including employer‑paid health coverage options, HSA contributions for a free HDHP, dental/vision, mental health resources, parental leave, and a 401(k) with matching. Equity and wellness stipends for mental health and fitness apps are positioned as meaningful parts of total compensation.

Mission & Purpose: The mission to simplify health benefits through an AI assistant (Zoe) offers visible impact for employees and HR teams. People who enjoy mission-driven, fast-moving environments are portrayed as thriving in this context.

Benefits & Perks: Compensation is characterized as competitive with equity, bonuses, pay transparency, a 401(k) match, comprehensive health coverage, parental leave, commuter stipends, and a pet‑friendly, hybrid office. These offerings are described as reducing day‑to‑day stress and supporting sustainable work.

Career Growth: Clear growth paths, training, continuing-education stipends, mentorship, and supportive managers are emphasized. Leadership is depicted as responsive through listening sessions and targeted programs that strengthen development and recognition.

Mission & Purpose: Expanding access to in‑network therapy and psychiatry is described as a clear, motivating mission, reinforced by national scale and outcomes emphasis. Feedback suggests many feel their day‑to‑day work directly advances affordable care.

Work-Life Balance: A fully remote setup, clinician control over schedules, and company‑wide shutdown weeks are often highlighted as supporting balance. Feedback suggests this flexibility helps people manage workload alongside personal commitments.

Team Support: Platform infrastructure that sources clients and handles credentialing, insurance, billing, and scheduling reduces administrative lift. Feedback suggests clinicians value streamlined tools and support that let them focus more on care.

Mission & Purpose: Work is widely described as meaningful, tying daily efforts to outcomes for neurodivergent individuals, students, families, and clinicians. Feedback suggests this sense of impact is a strong motivator across roles.

Work-Life Balance: A remote-friendly setup, generous PTO, and flexible scheduling are commonly highlighted, with the company noting investment in making remote work a success. Feedback suggests balance is a standout strength for many teams.

Team Support: Colleagues are often portrayed as collaborative, kind, and people-first, with helpful onboarding and cross-functional exposure. This supportive peer dynamic is cited as a day-to-day bright spot.

Mission & Purpose: Work is centered on building an operating system for youth mental health that connects schools, therapists, and health plans, with many teammates citing visible impact on kids and families as a key motivator.

Team Support: Colleagues are often seen as passionate, supportive, and high-caliber, with collaboration reinforced by in-person all-hands, pair programming, and team-based planning. Cultural principles emphasize low-ego problem-solving and stepping in where needed.

Autonomy: Roles are described as broad with significant ownership, enabling people to shape programs, workflows, and products through fast iteration. A small, fast-growing team and OKR-driven goals give individuals visible responsibility.