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where we cover interesting and relevant news, insights, events, and more related to the health care industry and pMD. Most importantly, this blog is a fun, engaging way to learn about developments in an ever-changing field that is heavily influenced by technology.

POSTS BY TAG | Recruiting






pMD is a small company, and we often say that we wear a lot of hats. Even so, I’m often on the receiving end of an eyebrow raised in surprise when I tell my friends outside of pMD that I oversee employee onboarding.

“Isn’t customer success your job?” “Isn’t employee onboarding part of a whole different department?” “Do you want to put that beer down?”

My answers, in order: yes, no (but please don’t ask me to help file your I-9), and definitely not.

Customer success is indeed my job. I make sure that our customers have the best possible experience with pMD, from implementation to training to ongoing support. This is exactly why I am so involved in employee onboarding. All of us at pMD, from operations coordinators to senior software engineers, interact with our customers on a daily basis, so it’s extremely important that new folks start to practice customer interactions early and often.

Helping our clients in a support and training capacity is one of the first ways that our new employees start contributing at pMD. They spend their first few weeks at pMD in “bootcamp,” learning the fundamentals of how to be a “pMD-er.” So, what makes a good pMDer?

1) Understand what pMD does and why we do it. Some of our new employees come to us with a background in health care, while many others do not. A big part of getting up to pMD speed is learning not only about our specific products, but the current state of health care in the United States, and most importantly, pMD’s mission to improve health care and save lives.

2) Be willing to work hard and go above and beyond for our customers. pMD is so proud of our unparalleled customer service, and it’s imperative for that part of our culture to get passed down to every new person that joins our team. After any interaction with a pMD employee, we want a customer to feel not only that their question was fully answered, but that their day is at least slightly improved after speaking with one of us.

3) Master the basics. Each employee has a long road of continuous professional development ahead of them, but with the help of their mentor, by the time they graduate from bootcamp, they will be proficient in giving top-notch software trainings to new users, providing the best customer service experience to our existing clients, and ready to hit the road for their next on-site implementation! (Pro-tip: dry clean your suit before each trip.)

Most of our employee onboarding process (aside from all that pesky paperwork) is focused on industry knowledge and pMD product knowledge, all with the goal that our newest hires can successfully jump right into pMD life as soon as they graduate from newbie to contributor. The way I see it, employee success equals customer success: two birds, one stone.

Find out more about pMD's suite of products, which includes our MIPS registry, charge capture, secure messaging, clinical communication, and care navigation software and services, please contact pMD.









When I was an intern in college, I remember thinking, "wow, these free snacks are such a treat." Little did I know that I was missing out on so much more from a work environment. Nowadays, the bar is set so high that it’s barely a blimp in the sky. With startups offering impressive amenities like game rooms, unlimited paid time off, trips abroad, catered meals, shuttle buses, and even onsite gyms, how does a candidate even begin to know which place is the best place for them?

Take it from someone who works for a company that has actually been awarded a Best Place to Work (BPTW) many times over -  it’s all smoke and mirrors unless you can find the right balance of work, culture, and life. So what does it take to win and sustain multiple BPTW awards? While there’s no simple formula, and every company’s situation is varied, I’d like to think of these as the key building blocks that form the foundation of a desirable office environment:

Take Your Time, Be Extra Picky

I’m sure you’ve heard about the extensive hiring processes at some of the major tech companies, like Google's 9+ step process, for example. It’s insane to think that a hiring process can span several months but there’s a good reason for it. At pMD, we may not reach the level of a 9-step process but ours is certainly as thorough and comprehensive. We choose to do it this way not with the intent to intimidate but to find that special candidate who can ultimately accept any challenge, think analytically, engage with customers on a meaningful level, and interact seamlessly with the team. In short, we’re extra picky about who we recruit because we want the absolute best and brightest who’s passionate about improving health care and becoming an integral part of our pMD family. We also appreciate a good dad joke here and there. Got any?

Reward Your Team, They Work Hard!

According to a recent article by Training Journal, “staff are any organization’s most valuable asset and [...] need to be nurtured, supported and encouraged if they are to be successful”. I couldn’t agree more. pMD does a great job of rewarding not only individual performances but also performance across the entire team. With our quarterly and annual assessments, we can look forward to rewards like cash incentives, cabin leases in Lake Tahoe, a day at the spa, a day spent racing cars on a track, a new coffee machine for the office, dinners at upscale restaurants, credits to purchase your favorite bottles of wine or spirits, and even trips to tropical destinations. Your team should know they’re valued, so showing your appreciation by way of incentive, big or small, is always a show of good faith.

Focus on Career Development and Transparency

I think one of the biggest mistakes a company can make is to neglect the professional development of its employees or better yet, to not make that its biggest priority. Building a successful company and successful team starts with nurturing at the individual level. However, as the Atlantic points out, simply having a mentorship program in place is not grounds for successful career development. Providing transparency from all directions - from management, from mentor, and from mentee - can help a mentorship program thrive. What does that mean exactly? It means having clear expectations of the responsibilities of both the mentor and mentee and providing an open feedback channel between the company, mentor, and mentee. pMD’s mentorship program begins on your first day in the office and continues throughout your entire career at pMD. At any given moment, you can be both a mentee and mentor and that’s where I think pMD gets it right. You’re continuously learning while at the same time passing down the knowledge you’ve learned.

Let Them Eat Cake

Literally. Remember that your employees have to eat too. In between meetings. During that time of day called lunch. And one of the best things you can do to nourish your team while they work towards company goals is to provide them with catered meals, healthy snacks, beverage options, and treats for special occasions. Not having to decide what to bring for lunch or venture out for 30 minutes to stand in a long line for a $15 salad makes my time (and wallet) that much more efficient. One of my favorite pMD food perks: birthday treats. We celebrate every single  team member’s birthday with a treat hand-selected by the birthday person and shared with the entire team. It’s getting harder and harder to come up with unique ideas after options like s’mores, pies, milkshakes, root beer floats, churros, ice cream sandwiches, cronuts, cupcakes, and your classic birthday cake have already been taken!

Stress the Importance of Wellness and Family

Namaste. Wellness means more than just providing a place to meditate. The term wellness can encompass everything that leads to a balanced life. There's financial wellness - providing your employees with a robust retirement plan and annual bonuses. Physical wellness - employees receive exceptional health benefits and a private meditation, lactation, or yoga room. And even mental wellness - providing your team with the assurance that taking time off work to take care of family or personal matters is not frowned upon. All of these are essential in creating a stress-free, balanced work-life environment. Our team is like our family and their family is like our own. And there’s nothing more we'd want than to ensure our family is well and happy.

Finding that balance and knowing that you're part of a team who can all sit together at lunch, build strong bonds while traveling alongside one another on business trips, create an extensive bank of inside jokes, celebrate each other's differences and similarities, sing karaoke together until 1 in the morning, and just overall have the best time, is what makes any company the best place to work.


Want to join our Best Place to Work family here at pMD? Contact us at careers@pmd.com!

Find out more about pMD's suite of products, which includes our MIPS registry, charge capture, secure messaging, clinical communication, care navigation, and clinically integrated network software and services, please contact pMD.







Summer is here. While everyone is making vacation plans, I find myself reflecting on my time and history with pMD and how I’ve had such great opportunities to travel, find myself, and grow alongside this company.

When I first started working at pMD, I was an intern finishing up my studies. I’d chosen to intern at pMD because I could tell they were interested in helping me grow into an integral part of the company as opposed to just a summer pastime. My internship was engaging, challenging, and really pushed me to discover many of my strengths and what I had to offer. I was given the opportunity to work on some of the most important projects central to the success of pMD. This materialized into a full-time position and I made such close friendships and relationships with my colleagues which are now akin to family.

When it was time, I had moved on to work at other organizations in different industries and environments. I wore many hats and explored different roles. While these were very rewarding and amazing experiences, I missed the sense of family and personal investment I felt with the organization who first took a chance on me.

I was at a point where I wanted to try something different - living in another country. I was ready to pack my bags and head out with no employment or source of income. I’d stayed connected with my pMD colleagues throughout the years and was able to connect with them before leaving. They were interested in hearing about my story and where I’d planned to take my journey next. More than that, they thought of ways pMD could once again be a part of my journey. I was given another amazing opportunity with this organization, to work alongside pMD remotely from Israel.

Normally, this would be a radical and unrealistic proposition, but given our history and the levels of trust established from working so closely together over the years – we knew we could make it work. As expected, they found a role for me that fit perfectly given my strengths and circumstance. I can say I’ve once again grown a ton in a short period of time, both as a person and an integral part of this company.

This is a testament to working for a truly people-centric organization. I urge anyone starting their career to work with a company invested in you personally. I’ve been fortunate enough to learn and grow here at different points in my life, and I now have the opportunity to mentor the next generation at pMD and hopefully pay it forward.

As we plan our adventures for the season, it’s important to remember our careers can work synergistically with our journeys. Enjoy your summer!

Want to join our team? Learn more from our careers page or contact us at careers@pmd.com.

Find out more about pMD's suite of products, which includes our MIPS registry, charge capture, secure messaging, clinical communication, care navigation, and clinically integrated network software and services, please contact pMD.



I recently celebrated my 10-year anniversary at pMD. 10 years at the same company is becoming a rarity in the software industry. Yet my dad, Dan Kenney, worked for 40 years for the same architecture firm. 40 years! It sounds like an old-timey tale, a story about the Company Man. I began to wonder what about his company could have possibly held his attention for so long - it must have been quite an amazing institution.

But many others at his company came and went over the years, so maybe it was him rather than the company itself. Did he lack imagination? He’d been very successful and could have retired earlier, yet he kept chugging away and taking on greater responsibilities. I think he was genuinely happy there, and he didn’t feel a need or desire to move.

I began to wonder if the anomaly is not him or his company, but rather the software industry. It began to seem strange that Amazon has a 1-year median tenure and Google has a 1.1-year median tenure, both in the bottom 5 of the Fortune 500 according to PayScale for this measurement. If these companies are admired and successful, why aren’t their employees sticking around?

There are many good reasons to leave a company. The top reason given is greater opportunity for career advancement elsewhere. In other words, there is a lack of mentorship and growth at the old company. Now, the same companies that failed to offer in-place growth opportunities are adapting to their job-hopping employees:

"Hiring managers worry they’ll become the next victims of these applicants' hit-and-run job holding. For companies, losing an employee after a year means wasting precious time and resources on training & development, only to lose the employee before that investment pays off.” - Jeanne Meister, Forbes


But by reducing training and mentorship, wouldn’t they further decrease the opportunity for in-place career growth? They aren't expecting employees to stay around for a long time, so they’re not investing in their people, instead focusing on making their jobs more specific and interchangeable - like a “code factory” where a new assembly line worker can easily be slotted into a vacant position.

I don’t know whether companies or employees started this vicious cycle, and perhaps it makes sense in an increasingly commoditized industry that is dominated by a few huge near-monopolies. And I’ve met my share of counter-examples even at these companies, “lifers” who have stuck around for a long time and have no intention to leave. So there’s a ray of hope: if the fit is right, and the position has room to grow, then career bliss can still occur - even in today’s bleak landscape. So then, how to find the right long-term fit for you?

While researching this question, I found many different answers. A romantic advice blog said it best:

“When you know what you want, everything else becomes trivial. The better you understand yourself, the more experience you have and the clearer the life you want becomes. When we learn more and more about ourselves throughout our lifetimes, we come to a point of clarity. We come to a point at which we know what we want, and we know what we have to do to get it.”


I think self-knowledge was the key to my dad’s 40-year happy place. He knew what he wanted to achieve in his career and what kind of culture he needed to be successful, and he worked ceaselessly towards both. He didn’t bail when times got tough because he knew what he wanted, and he knew that his company was the right place where he could forge that vision into reality regardless of any setbacks along the way.


Dan Kenney

Self-knowledge sounds great. If only they sold it on Amazon! Some people seem to be “old souls,” born with more of it. Unfortunately for the rest of us, it’s generally hard-won. Most people gain self-knowledge by making mistakes and learning from those mistakes. Indeed, embracing failure is the approach most commonly recommended in tech. This is a very effective way to learn, but not a very efficient way because there are so many possible mistakes. Even if you learn from each mistake that you make, there are countless other varieties just around the next corner lying in wait for you. You’ll never live long enough to make all the mistakes.

Fortunately, you can also gain self-knowledge in other ways. You can ask experienced and successful people for advice, or read books written by wise people, and benefit from their mistakes without having to make the same mistakes yourself. You can pursue meditation or counseling to gain greater awareness of your own biases, blind spots, and true desires.

For example, would you enjoy the rollercoaster ride of a high-risk company such as an early-stage startup, or would you prefer the sanity and routine of a company that’s been around for a while? Would you appreciate the well-defined, relatively narrow expectations of a career at a large company, or would you prefer the freedom, flexibility, and variety of a small company? Is it most important to you to feel protected and cared for by a high-comfort company, or are you happiest when making sacrifices for the good of others at a high-service company such as a nonprofit?

In the end, it’s all about what you want and what makes you happy and satisfied. If you know what your sweet spot would look like and you put all your energy into finding or creating it, then all the other decisions along the way become trivial and you’re on your way to the mythical 40-year, same-company career. I hope to see you there!

Interested in joining the pMD team? Check out pMD's careers page for more information! To find out more about pMD's suite of products, which includes our MIPS registry, charge capture, secure messaging, and care coordination software and services, please contact pMD.

In March of 2016, I was thrilled to learn I’d be joining the pMD team. The interview process was challenging but rewarding, and I couldn’t wait to learn from all of the incredible people I had met throughout the process. After about a month into my new role, I received even more exciting news: my husband and I would be welcoming a new baby in December. While sharing this news with a new employer so soon after starting would typically be daunting for a parent-to-be, I felt nothing but excitement to be telling my colleagues. Since pMD values open communication,  I felt comfortable sharing the happy news and confident I would receive nothing but support. I am incredibly lucky to be part of a company that supports working parents.  However, not everyone is as fortunate in their work situations. Here are a few things to consider when researching whether a company provides flexibility and a supportive network around working parents.

Have you checked out Glassdoor?

There is so much you can find on the internet! Anonymous employee review sites, such as Glassdoor, can provide insight into a potential employer before you submit your application. When I was on the hunt for a new position, this was the first place I would go to either confirm my interest or remove a company from my list. When you’re on these sites, look for buzzwords that may indicate if an organization is family-friendly. Even if you’re not thinking of expanding your family anytime soon, these sites are a great place to get candid employee feedback about a company and its pros, cons, and thoughts on executive leadership.

Do those in leadership have children?

Nobody is going to be more understanding of a family, work-life balance than those who have been in your shoes. It’s typically helpful if those in leadership roles can empathize with your situation and understand if you need to take time off when your baby gets sick because they’ve experienced this first-hand themselves. How do you assess if those in leadership roles have children? This can be a bit trickier than simply reading online reviews. It’s okay if you need to do a little sleuthing before you get onsite! During an onsite interview, it can be helpful to take note of what you see around the office. Are there children’s drawings? Do you see family photos? When you ask what they did this past weekend, did any of it involve family-related activities? An onsite visit allows for an open line of communication with the company employees, so if you feel comfortable asking questions, definitely take advantage of your time there!

What benefits are offered?

Health benefits are important to research before starting with any company.  Having great health, vision, and dental benefits is extremely important when you’re thinking about taking care of your family. As a first-time mom, having good coverage affords me the option to take my child to the doctor on a regular basis, if needed. When you’re now thinking about more than just your own health, it’s critical that your employer provides strong and affordable health care options.

Are working conditions flexible?

Can you work from home if needed or are you required to be in the office from 8-5 every day? Having flexibility is so important for working parents. For example, if you’re a nursing mother, is your employer respectful of the time you need to pump? An employer that has no flexibility on hours spent in the office is something to consider for those who have a family, or are thinking of starting one in the future. Additionally, is the employer willing to work with you to optimize your working conditions? After welcoming my son last December, it was important for me to forgo all business travel until my son was at least a year old. I’m fortunate to work for a company that allows for such flexibility and accommodation.

 

Starting a family is one of the most exciting, and at times challenging, milestones in life. When you find an employer that is an advocate for working mothers and fathers, it can make a world of difference when trying to balance work and home life. While you can never know for certain what your situation may be in the future, taking steps to thoroughly do your research can help in making an educated decision as to what works best for both your career and your family.

Interested in working at pMD? Check out pMD's careers page for more information! To find out more about pMD's suite of products, which includes our MIPS registry, charge capture, secure messaging, and care coordination software and services, please contact pMD.