SPOTLIGHTS
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BeMe Health has an extensive strategy for employee appreciation and retention, First, BeMe exceeds employee expectations on fundamental dimensions of compensation and time off. Salaries and benefits are above industry benchmarks across teams and BeMe’s time off policy includes unlimited PTO as well as extensive time off for specific life events (e.g., multiple weeks for bereavement, and unlimited time for jury duty to encourage team members to fulfill their civic duty). Second, BeMe has a deep commitment to feedback and gratitude. We operate a #gratitude channel in Slack, where there is daily posting that comes from all levels of the organization. We also make time for shoutouts in our weekly all-staff meeting and carve out time every day for appreciation at our quarterly all-staff offsites. Third, we demonstrate employee appreciation by investing in the careers of our team members. We offer professional development opportunities and trainings to all staff as well as time with leadership to receive feedback on their work.
BeMe Health is continually investing in initiatives and developing policies/processes that foster the diversity, equity, inclusion, and belonging of our workplace. This commitment begins with our hiring process, where all roles are publicly posted and have requirements based on criteria that are tied to the specific role responsibilities rather than particular degrees because we know that access to higher education is not equal (the one exception to this policy is for roles that require professional certification such as legal counsel and clinical supervisors). We are also highly flexible in scheduling interviews because we know that normal business hour interviews are not possible for some candidates based on their existing professional and personal commitments. After accepting an offer, all new hires then undergo extensive training on areas that we can teach (e.g., mental health competency, teen safety) so that prior knowledge in these areas is not a barrier in the hiring process. We also facilitate conversations between new hires and team members across BeMe because we know that when mentorship is limited to informal processes, it has historically perpetuated bias and hindered the career trajectory of female and minority candidates. Finally, BeMe has developed formal structures to foster inclusivity such as (to name just a few) strong non-discrimination policies and inclusion of pronouns with names on Zoom.
To put it concisely, someone should work at BeMe if they’re looking to be part of building an organization with a meaningful mission alongside dedicated and caring colleagues.
Having fun while building something that can impact the lives of millions of teens. We’d also win an award for most off-key renditions of “Happy Birthday” via Zoom.
