CHG Healthcare
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What It's Like to Work at CHG Healthcare
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 it like to work at CHG Healthcare?
Strengths in values-driven culture, robust total rewards, and flexible work arrangements are accompanied by pressures of a metrics-heavy environment, leadership variability, and pockets of instability tied to organizational changes. Together, these dynamics suggest a broadly strong employer reputation with role- and team-dependent caveats that warrant closer evaluation for fit.
Positive Themes About CHG Healthcare
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Values & Integrity: A people-first ethos is described as genuinely lived by leaders and teams, fostering trust, care, and ethical decision-making. Core values around integrity, continuous improvement, quality, and growth are emphasized in day-to-day practices.
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Benefits & Perks: Comprehensive health and family benefits, wellness resources, and unique perks (such as onsite health centers and free behavioral health appointments) are emphasized. Flexible arrangements, paid volunteer time, and recognition programs with tangible rewards add to the overall package.
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Work-Life Balance: Flexible schedules, hybrid/remote options, and generous time-off policies are highlighted as enabling balance. The work pace is often described as comfortably fast while still allowing personal commitments.
Considerations About CHG Healthcare
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Workload & Burnout: High-activity, target-driven roles can involve heavy calling, aggressive KPIs, and extended hours, especially in recruiting and sales. The fast-paced cadence and pressure to hit metrics can feel stressful and lead to burnout for some.
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Weak Management: Experiences vary by team and location, with micromanagement, perceived favoritism, and inconsistent coaching quality noted in certain groups. Day-to-day experience can hinge strongly on the specific leader and brand.
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Job Insecurity: Organizational changes, including divisional closures and occasional reductions, create uncertainty for specific roles and units. Turnover among newer employees in some areas reinforces concerns about stability at the team level.
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