Imprivata
Imprivata Leadership & Management
Frequently Asked Questions
Imprivata’s managers support employees by translating company priorities into clear goals and creating space for feedback. The company combines structured planning with leadership development to help teams understand how their work contributes to broader customer and business outcomes.
- Clear goals connect daily work to strategy: Imprivata uses an OKR operating model to define priorities and clarify what teams are working toward. Team-based strategic planning gives employees a role in determining how those goals are achieved. This approach helps managers connect individual responsibilities to the company’s direction while keeping teams focused on meaningful outcomes.
- Managers create a two-way feedback loop: Imprivata encourages managers to provide consistent feedback and listen to employees’ perspectives. Engagement surveys and structured listening sessions give leaders insight into the workplace experience, while employee input helps inform policy and strategy. Imprivata has reported an engagement score of 80 out of 100, with 82% favorability and 83% participation, indicating broad involvement in that dialogue.
- Leadership development strengthens employee support: Imprivata provides formal manager training and leadership development, helping managers guide employees as their responsibilities evolve. Mentorship and customized development tracks give managers additional ways to support individual career goals. One employee praised leaders who “trust our employees and don't micro-manage.”
- Company direction remains visible: All-hands meetings give leadership a forum to communicate priorities and explain how the organization is progressing. An open-door policy complements those updates by making leaders more accessible when employees need context or support. Together, these practices help employees understand both the company’s direction and their place within it.
- External signals:
- Employees view management positively: Employees surveyed on external review sites give Imprivata’s management a 3.8 out of 5 rating, suggesting that leadership support is a recognized strength of the workplace experience. (Indeed)
- Employees describe leadership grounded in trust and respect: One reviewer noted they value the freedom they have in their role and feeling “trusted to do my job well,” while an implementation engineer said Imprivata tries to “do right by its people.” (Comparably)
Bottom line: Imprivata’s managers lead by clarifying priorities, maintaining open communication and helping employees connect their work to the company’s strategic direction.
Imprivata's Candidate Tradeoffs
If you’re weighing whether Imprivata is the right fit, these are the core tradeoffs to consider.
- Imprivata emphasizes minimal micromanagement and high trust, giving employees space to make decisions and move quickly, though that model favors self-directed, intrinsically motivated contributors.
Imprivata Employee Perspectives
Jurich fosters curiosity by asking open-ended questions that allow his team members to think outside of the box and take ownership of new processes:
“When we ask questions, we’re able to collaborate and find new ways of doing things. These are all important for the team to have a voice and feel invested in raising the bar for our work, owning the outcome, staying nimble when we need to pivot, and winning together when we achieve success.”
What People Are Saying About Imprivata
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Strategic Vision & Planning: Public communications consistently frame a coherent direction around digital identity, secure access, and streamlined workflows for mission‑critical industries, with the CEO transition positioned as continuity. Leadership updates and product moves (e.g., identity security extensions) reinforce a recognizable market strategy.
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Collaborative & Aligned Leadership: Executive appointments for technology and customer leadership are explicitly tied to accelerating innovation and customer value, indicating alignment of roles to stated priorities. Defined responsibilities across product, technology, customer success, and revenue suggest coordinated ownership of the strategy.
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Open & Transparent Communication: Leaders emphasize transparency, shared information, and goal‑driven execution in public messaging. Company responses to employee comments acknowledge change can be challenging and commit to improving communication and alignment.
Imprivata's Benefits
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
