Companies OnMed

OnMed

White Plains, New York, USA

70 Total Employees

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OnMed Work-Life Balance & Wellbeing

Updated on December 22, 2025

This page was generated by Built In using publicly available information and AI-based analysis of common questions about the company. It has not been reviewed or approved by the company.

What's the work-life balance like at OnMed?

Strengths in approachable leadership, mission clarity, and time-off policies coexist with deployment-driven time pressure, extended service windows, and lean staffing typical of scale-ups. Together, these dynamics suggest balance is attainable for those comfortable with startup cadence and shift-based coverage, but predictability will vary by role and spike around launches and growth sprints.

Positive Themes About OnMed

Manager Support: Management is described as approachable and clear in setting expectations, which can reduce after-hours friction and ambiguity. Small-team access to leaders supports quicker decisions and boundary setting.
Time Off Access: Job postings highlight unlimited PTO and paid holidays, offering recovery time when honored in practice. These policies can make it easier to step away after busy periods tied to launches.
Meaningful Work: The organization positions work as mission-driven with tight scopes and direct impact in small teams, which can make a fast pace feel purposeful. Company materials portray a positive day-to-day experience aligned to access goals.

Considerations About OnMed

Time Pressure: The environment is described as fast-paced with lean resourcing, creating bursts of long hours around launches, installs, and product sprints. Scale-up goals and event-driven rollouts can compress timelines.
Scheduling Inflexibility: CareStations operate with extended hours across community and partner sites, driving evening/weekend coverage for clinicians, field ops, and support. Go-live periods and community activations create cyclical heavier periods that may limit personal scheduling.
Workload or Staffing: A small, growth-stage headcount and rapid deployment targets mean teams may wear multiple hats, with on-call rotations and travel noted for field and support roles. Hiring activity could either alleviate load or reflect increasing demand during scale-up.

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The insights on this page are generated by submitting structured prompts to some of the most popular large language models (“LLMs”) and summarizing recurring themes from the responses. Because the insights are generated using AI, they may contain errors. The insights do not necessarily reflect internal data, employee interviews, or verified company information. They may be influenced by incomplete, outdated, or inaccurate data, and may vary across LLM providers. These insights are intended for informational purposes only and should not be interpreted as a factual or definitive assessment of a company's reputation. Built In makes no representations or warranties regarding the accuracy, completeness, or reliability of this information, and disclaims any liability for any actions taken based on this information. If you are a representative of this company, and would like this page to be removed, you may contact us via this form.

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