Top Chicago, IL Health Tech Companies With Best Company Culture (355)

People-First Culture: Company materials emphasize whole-person support with flexible PTO, comprehensive health plans, ERGs, equity, and paid parental leave. Feedback suggests community programs like a Connected Employee Committee and hub-city flexibility reinforce a people-first environment.

Fun, Rituals & Connection: Social rituals such as Trivia Tuesday, peer recognition, themed competitions, and hackathons are highlighted to build camaraderie. Feedback suggests regular culture events and engineering hackathons help maintain connection across a distributed workforce.

Accountability & Ownership: Stated values of Grit and Ownership and an empowered-teams model place accountability at the center. Engineering narratives describe a quality-first, fast release cadence with shared testing responsibilities that expects initiative and follow-through.

People-First Culture: Company materials highlight robust benefits (flexible/unlimited PTO, wellness support, equity, 401(k) match), hybrid/remote options, and programs presented as shaped by employee input. Culture is positioned as a strategic priority with people-first policies intended to support life and work.

Collaborative & Supportive Culture: The organization codifies collaboration (“one team,” valuing all voices) and describes curated connection opportunities for distributed teams. Guiding principles, team-based planning, and an open-door stance are emphasized to enable partnership across functions.

Learning & Knowledge Sharing: Growth programs feature individualized career planning, lunch‑and‑learns, and continuing‑education allowances. Messaging stresses curiosity and continuous improvement as everyday norms.

Authentic & Consistent Values: Company values repeatedly center on “Patients at heart” and “Lead with science,” with decisions framed around what benefits individual patients and evidence-based work. Stated behaviors like relentless determination, everyday learning, and “think big and focus on details” are described as showing up in daily execution and accountability.

Collaborative & Supportive Culture: Cross-functional teams spanning product, science, clinical, and quality partner closely on clinician and researcher workflows, with “succeed together” emphasizing feedback and accountability. Project examples like the user-centered Workbench highlight iterative collaboration to solve real-world clinical tasks.

Innovation & Creativity: The culture is described as “pioneering,” pushing into personalized cardiology by translating continuous real-world signals into actionable insights and building FDA-cleared algorithms. Teams practice immersive, user-centered design to explore new solutions in remote monitoring and clinical studies.

People-First Culture: Stated values place respect for the individual, kindness, and a purpose-led mission at the center of how teams operate and support customers. Physical spaces like a quiet “Zen” room and a communal kitchen reinforce care for people and community.

Collaborative & Supportive Culture: Role descriptions and public profiles highlight cross-functional problem-solving, ongoing education, and treating client-facing teams as the voice of the customer. Office design with multi-seat collaboration areas and shared meals underscores a supportive, team-oriented rhythm.

Innovation & Creativity: Product messaging emphasizes frequent iteration, AI features such as 'Ask ALIS,' and disciplined pipelines to move ML from concept to production. Engineering notes about paying down technical debt and readiness for what’s next signal a culture that builds and innovates pragmatically.

Collaborative & Supportive Culture: Colleagues are often seen as caring and collaborative, with hybrid rhythms and in‑person engagement that reinforce teamwork. Customer‑focused problem‑solving and cross‑functional work are described as central to how teams operate.

Learning & Knowledge Sharing: A continuous‑improvement ethos shows up in structured onboarding, cohort learning, and programs like LIFT and LinkedIn Learning. Many describe meaningful skill development and growth tied to solving complex customer problems.

Fun, Rituals & Connection: Regular in‑person events, new‑hire retreats, and employee‑led engagement committees create connection across hybrid and remote teams. Peer‑recognition tools and social activities (e.g., dinners, bowling, cooking classes) add shared moments of appreciation and fun.

People-First Culture: Inclusion-and-belonging communities (e.g., Pride@ZS, Women@ZS) and recertified workplace standards signal an emphasis on treating people right and psychological safety. Stated values like “treat people right, get it right, do the right thing” are consistently foregrounded.

Collaborative & Supportive Culture: Colleagues are often seen as smart, friendly, and helpful, fostering a supportive atmosphere and strong camaraderie. Cross-office teaming and approachable leaders reinforce day-to-day collaboration.

Learning & Knowledge Sharing: Formal programs such as onboarding (“New to ZS”), professional development coaching, and milestone trainings show a structured approach to growth. Steep learning curves and early responsibility accelerate skill-building across roles.

Collaborative & Supportive Culture: Culture materials emphasize valuing diverse perspectives and collective intelligence across science, engineering, and clinical teams. Colleagues and day-to-day camaraderie are highlighted as positives that reinforce cross-functional collaboration tied to patient impact.

Recognition, Pride & Shared Success: Purpose-driven language around battling cancer and “winning on behalf of patients” fosters pride and a shared mission. City-level “Best Places to Work” recognition is highlighted as a signal of employee support and acknowledgment.

Learning & Knowledge Sharing: The Culture Code promotes curiosity, seeking and accepting feedback, and operating effectively in ambiguity. Interdisciplinary work on a large data platform creates opportunities to learn quickly and share knowledge across functions.

Collaborative & Supportive Culture: Colleagues are often seen as supportive and kind, with teams emphasizing collaboration across remote, field, and hub roles. Mentorship, structured onboarding, and approachable managers reinforce a help‑oriented, team‑first environment.

People-First Culture: Belonging is emphasized through employee-led culture collectives, ERGs, and inclusive celebrations that connect distributed teams. Benefits, flexibility, and wellbeing programming signal attention to teammates as people, not just performers.

Cultural Alignment: Work is framed around improving patient–provider engagement and health outcomes, which many find meaningful in daily tasks. Mission-centric initiatives and community impact efforts reinforce purpose as part of the culture.

Collaborative & Supportive Culture: Teams are often described as welcoming, collaborative, and backed by supportive local managers, with patient-centered work and good peer dynamics in certain locations. Onboarding experiences and some departments highlight helpful managers and a sense of camaraderie that enables day-to-day support.

Cultural Alignment: Mission-led, patient-first intentions resonate for some, who cite fulfilling, purpose-driven work in pockets aligned to transforming primary care. Company messaging and policies emphasize respect, DEI, and neighborhood-focused care that align with those positive local experiences.

Authentic & Consistent Values: Core values of Love, Accountability, and Passion are described as central to operations and visible in programs like the ChenMed Cares emergency fund. Feedback suggests a mission-driven, physician-led model that emphasizes preventive, personalized care and accountability for patient outcomes.

Collaborative & Supportive Culture: Colleagues are often portrayed as supportive and mission‑aligned, with teamwork across departments and events fostering connection. Feedback suggests many employees value the opportunity to help seniors and contribute to their communities.

Learning & Knowledge Sharing: Career development and internal educational platforms are highlighted alongside DEI initiatives and ERGs. Feedback suggests growth opportunities and training are embedded to develop physician leaders and advance careers.