Flatiron Health
What's the Company Culture Like at Flatiron Health?
Frequently Asked Questions
Flatiron Health’s culture is rooted in the belief that improving cancer care requires people from many disciplines to work with a shared purpose. The company describes its community as one where employees are equipped and empowered to make meaningful contributions with confidence, compassion and clarity.
- Mission-driven collaboration: Flatiron’s work depends on close partnership between employees with technical, clinical, scientific and commercial expertise. An associate principal of clinical research partnerships said teammates are passionate about Flatiron’s mission and work toward “a world where technology and science close the gap between care and research.” That shared mission gives the culture a collaborative feel, with employees connecting their day-to-day work to better cancer care and research.
- Kindness and early feedback: Flatiron’s values shape how employees work together, especially through “be kind” and “seek feedback at 30%.” The company frames these values as practical behaviors that help teams communicate early, improve ideas and support one another before work is fully finished. A senior machine learning engineer said “be kind” shows in the culture, describing colleagues as “incredibly kind and genuine” and invested in growth beyond immediate project needs.
- Belonging and growth: Flatiron supports inclusion and development through employee communities, onboarding, mentorship and manager support. Learning is treated as part of the culture rather than a separate program, with employees encouraged to build relationships and grow across career stages. A head of research oncology said learning and development are emphasized “from junior hires to senior leadership,” reflecting a workplace where growth is connected to both individual careers and the company’s mission.
- External signals:
- How employees describe the workplace: External reviews highlight Flatiron’s meaningful oncology mission, flexible work, supportive management, helpful communication and strong learning opportunities. Reviews from abstractor and nursing-related roles especially emphasize remote flexibility, staying current on oncology treatments and having support when questions come up. (Indeed)
- What employees call out: External reviews describe Flatiron as a workplace with smart and kind colleagues, an inspiring mission, a collaborative scientific culture and meaningful oncology technology impact. Review sites also note that employees are most satisfied with environment, retention, outlook, team, work culture and CEO rating, with 74% of employee reviews described as positive. (Glassdoor, Comparably))
Bottom line: Flatiron Health’s culture is defined by mission-driven cancer care, collaborative ways of working and a strong emphasis on kindness, feedback and growth, helping employees connect their work to patient and customer impact.
Flatiron Health's Candidate Tradeoffs
If you’re weighing whether Flatiron Health is the right fit, these are the core tradeoffs to consider.
- Flatiron Health places greater emphasis on mission-driven work and meaningful impact than on prioritizing top-of-market compensation.
Flatiron Health Employee Perspectives
What do holiday celebrations look like in your office, and how did these traditions develop?
At Flatiron, we acknowledge occasions like Cancer Survivors Day and National Cancer Prevention Month, which reconnect us to our mission. We also celebrate with fun rituals — Halloween and year-end festivities — that bring us together.
This year, for World Cancer Survivors Day, we launched a global initiative bringing together employees from our hubs and offices to create paper bouquets for local cancer centers and patients undergoing treatment. We also opened a Slack channel where employees shared personal stories as cancer survivors or care partners, offering support through words of encouragement and emojis.
Our other celebrations include Halloween and end-of-year festivities. Our Halloween celebration, which started as a startup celebration, has evolved into a beloved tradition featuring a virtual costume contest and in-person activities. Our virtual gratitude wall invites employees to tag individuals or teams and share what they’re grateful for, fostering inclusion for remote employees and highlighting our collective impact throughout the year. Finally, our December end-of-year office party features winter-themed decorations, such as snowflakes and snow people, to ensure all employees feel included.
How does Flatiron Health best support inclusive celebrations that allow everyone to participate comfortably?
Our ERGs are central to our inclusive celebrations. With 10 active ERGs, we empower our co-leads to commemorate holidays and events most significant to their communities, including the anniversary of the American with Disabilities Act, Diwali, Pride Month and International Women’s Day. By letting employees choose celebrations meaningful to them, we foster a culture of inclusion and belonging.
To better serve our remote and global workforce, some ERGs have launched lunch-and-learn sessions where members read an article or watch a short video beforehand, then discuss their thoughts together. Topics range from AI’s role in our modern workforce to book discussions on inclusion and belonging.
Another critical aspect is offering a wide range of food options to accommodate dietary needs: vegetarian, vegan, gluten-free, dairy-free, kosher and halal. This ensures every attendee can enjoy the celebration without concern and reflects our broader commitment to inclusion and belonging.
What advice do you have for organizations seeking to build new traditions or festive holiday gatherings?
It’s crucial to first engage with employees and understand their priorities. I recommend using tools such as a survey or one-on-one conversations to ask employees directly what’s important for them in the workplace. A lot of the traditions that we have here at Flatiron started with grassroots, employee-led initiatives that eventually became a part of our culture and organization.
Maintaining an open mind to try something new is also very important, and new traditions, whenever possible, should align with the company’s mission and values. For example, a tech company might celebrate Pi Day on March 14 with pies for employees, while a mission-driven organization focused on learning from the experiences of cancer patients might observe Cancer Survivors Day. Ultimately, successful new traditions should resonate with employees and a company’s values and mission, and they should be fun and memorable!
I’m a doer at my core. I’m not the type of person who is satisfied sitting on the sidelines, so I’m willing to do whatever it takes to support our mission. Flatiron’s value, "to be willing to sit on the floor" is one I really take to heart. I remember when I first started at Flatiron and wondering what is really meant by that value, but then I saw it in action time and again and it quickly became a defining piece of Flatiron for me. When you are facing cancer on a daily basis — something that has impacted all of us in some way — no task is too big or too small if it is driving our mission forward.
One of the Flatiron values is ‘be kind.’ I think it’s embodied by every person here and is probably the value that we live by the most. That means valuing everyone’s perspective and having a collaborative, rather than a confrontational, attitude.
Flatiron Health Employee Reviews
What People Are Saying About Flatiron Health
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People-First Culture: Company materials center belonging, ERGs, and hybrid flexibility, aiming for teammates to feel valued, respected, and equipped to contribute. Efforts to keep people connected in hybrid/remote settings are highlighted as part of the day-to-day experience.
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Collaborative & Supportive Culture: Colleagues are described as smart, kind, and supportive, with cross-functional collaboration across clinicians, scientists, engineers, and product teams. Hybrid-friendly tools and intentional practices are emphasized to enable connection and teamwork.
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Learning & Knowledge Sharing: Cultural norms like “learn, teach, and grow,” dedicated learning days, and internal coaching/training signal ongoing development as part of the culture. Programs such as manager/leadership training and Flatiron University are cited as avenues to build skills and share knowledge.
Flatiron Health's Benefits
Encourages autonomy and ownership from employees
Established employee awards to honor work and contributions
Provides modern technology across teams
Provides resources to build team camaraderie
Flexibility provided during personal challenges
Has employee-led culture committees
Offers company-sponsored happy hours
Offers company-sponsored outings
Offers Employee Resource Groups
Offers wellness initiatives designed to combat burnout and mental fatigue
Offers wellness programs
Provides onsite meditation space
Provides opportunities to volunteer in the local community
Works with employees to create a sustainable work pace
Defined policies promoting a professional, respectful workplace
Defined values and mission statements
Documented operating principles
Engineering team utilizes pair programming
Hosts in-person all-hands meetings
Implements team-based strategic planning
Leadership is transparent and communicative
Open office floor plan to encourage communication and collaboration
Policies promote a low-ego, team-driven culture
Prioritizes mission-driven work in decision-making processes
Prioritizes real-world impact of work in decision-making processes
Promotes a people-first, social culture
Promotes a strong in-person office culture
Uses an OKR operational model to clearly define goals and priorities
Utilizes an open door policy that encourages accessibility
Async-friendly policies, culture that encourage work flexibility
Flexible work schedule is defined with set expectations for start times, working hours and availability
In-office days / expectations are defined
Offers a remote work program
Provides work from home flexibility
Utilizes a flexible work schedule
Utilizes a hybrid work model
