Imprivata
What's the Company Culture Like at Imprivata?
Frequently Asked Questions
Imprivata’s company culture centers on meaningful work, mutual support and professional trust. Employees describe a collaborative workplace where their contributions matter to customers in healthcare and other mission-critical industries.
- Employees connect their work to a shared purpose: Imprivata encourages employees to take ownership and contribute openly. Its chief people officer described the organization as “a diverse collective of employees who are committed to each other and who are passionate about supporting our customers.” Individual roles are connected by a common interest in helping customers perform critical work.
- Teamwork comes with shared accountability: Collaboration at Imprivata extends beyond exchanging ideas or dividing assignments. As one senior engineer put it, “We either succeed as a team or fail as a team.” Colleagues work through challenges together, with responsibility for customer outcomes shared across roles and functions.
- Flexibility is built on professional trust: Many employees have latitude to organize their schedules around their responsibilities. Rather than prescribing one way of working, Imprivata trusts employees to manage their time while meeting the needs of their roles and teams. Surveys and listening sessions provide opportunities to discuss how workplace policies and the broader employee experience could evolve.
- Employees have channels for candid communication: Structured feedback and regular conversations with leadership allow employees to raise concerns and offer ideas about the workplace. Their perspectives can inform changes to company practices, keeping communication open between employees and decision-makers.
- External signals:
- Employees describe a culture of trust and mutual support: Reviewers value being trusted to do their jobs well and working with “smart and kind” colleagues. Together, their experiences point to a workplace shaped by autonomy, respect and supportive relationships. (Comparably)
- Culture earns high marks: Employees rate Imprivata’s workplace culture 4.0 out of 5. Its A+ culture grade places the company in the top 5% of similarly sized organizations. (Indeed; Comparably)
Bottom line: Imprivata’s culture brings together customer-focused work, shared responsibility, professional autonomy and open communication. Employees are trusted to contribute independently while working alongside colleagues invested in the team’s success.
Imprivata's Candidate Tradeoffs
If you’re weighing whether Imprivata is the right fit, these are the core tradeoffs to consider.
- Imprivata places greater emphasis on a collaborative, supportive team environment than on highly independent, individual-first work styles.
Imprivata Employee Perspectives
What recent decision best reflected your values — and what changed as a result?
Recently we faced a challenge with our automation framework's optimization for running lengthy regression test sets. Because of the run time we were unable to use this same framework for detecting issues in a timely manner during feature development and automated test results were lagging behind manual results. I think that the best solutions come from the people closest to the work, so I challenged my automation team to distill the larger test sets into a set of smoke tests that would take one hour to run. Within a few weeks they collaborated with the quality engineering team members to identify the most important tests to run and had a set of smoke tests executing that identified issues before the manual QE testers discovered the defects. This improved overall confidence in our test automation and provided feedback to feature development teams within a business day of a build.
What collaboration habit keeps work moving — and how do you measure it?
The QE leadership team is constantly reviewing test result data to determine how we can improve our efficiency. Our legacy product is the backbone of our business with over 20 years of development history and a ponderous development process. In order to maintain forward momentum in a quarterly release cadence, we must carefully consider what to regression test and we must also do our best to maintain a specific time block for that testing. By reviewing past test results and comparing them to known code changes, we are able to make data-based decisions on where we can ease up on testing with lower risk of escapes into the field.
Successful collaboration in the process requires respecting the voices and concerns of each participant, recognizing that with such a feature rich and mature product no one person can be the sole subject matter expert. So if one of those leads lacks agency, we risk negatively impacting our customers.
How do you recognize impact fairly — and what’s the return on investment?
As a manager of a mid-sized team I have the luxury of being close enough to everyone's work to call out their impact on a personal level through shoutouts at team meetings and on Slack channels and in one-on-ones. I subscribe to the notion that everyone values personalized recognition of a job well done, sometimes more than the monetary recognition we might provide with a spot bonus. I measure the return on that investment by my retention rate. There are various factors contributing to that rate, but I would argue that personalized recognition by one's supervisor is a large factor.
Imprivata Employee Reviews
What People Are Saying About Imprivata
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Collaborative & Supportive Culture: Colleagues are often seen as helpful, kind, and willing to collaborate across teams, contributing to a friendly day-to-day experience. Feedback suggests cross-functional cooperation and peer support help people feel included and able to get work done.
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Recognition, Pride & Shared Success: Many accounts describe personal appreciation and a sense that contributions matter, especially within immediate teams. Feedback suggests pride in the work and acknowledgement from managers can reinforce a feeling of being valued.
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Empowering & Trusting Leadership: Some teams note managers who remove obstacles, provide autonomy, and foster trust. Feedback suggests this local leadership style helps employees feel supported and empowered.
Imprivata's Benefits
Employee feedback used to shape policies and strategy
Encourages autonomy and ownership from employees
Provides modern technology across teams
Provides resources to build team camaraderie
Quarterly engagement surveys to gauge employee satisfaction
Flexibility provided during personal challenges
Has employee-led culture committees
Offers an Employee Assistance Program (EAP)
Offers company-sponsored happy hours
Offers company-sponsored outings
Imprivata employees enjoy quarterly paid team outings, as well as company-wide annual holiday parties and other events, for all employees and a guest.
Offers Employee Resource Groups
Offers fitness stipend
Offers wellness programs
To promote wellness, Imprivata offers walking treadmill desks, financial wellness webinars, nutrition seminars, mental wellbeing initiatives, discounted gym memberships, and more.
Partners with nonprofits
Imprivata partners with nonprofit organizations such as BuildBoston, Metropolitan Ministries, United Way, Crossroad for Kids, and more.
Provides access to an onsite gym
Provides opportunities to volunteer in the local community
Through Imprivata iCares, team members support initiatives that range from seasonal donation drives to hands-on building projects to long-term youth mentoring partnerships.
Provides recreational clubs
Imprivata sponsors office sports leagues year round, including softball, basketball, volleyball, soccer, running, golf and more.
Works with employees to create a sustainable work pace
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
Prioritizes mission-driven work in decision-making processes
Prioritizes real-world impact of work in decision-making processes
Promotes a people-first, social culture
Uses an OKR operational model to clearly define goals and priorities
Utilizes an open door policy that encourages accessibility
Offers a remote work program
Our employees have the option to work 100% remotely, 50% remotely, or 100% from our physical offices located in the United States and internationally.
Utilizes a flexible work schedule
