Working at R1 RCM

Unsupportive leadership, poor communication, lack of empathy, inconsistent feedback, micromanagement, no recognition for effort, low employee morale, unrealistic expectations, limited growth opportunities, and unfair job placement.

None

Remote Work with Unrealistic Expectations.

The hiring process feels smooth, and there’s an impression that they value their employees. Unfortunately, that initial warmth doesn’t seem to last. Once you’re in the role, the tone can shift quickly, and the support that was promised often feels out of reach. There’s a noticeable disconnect between how leadership presents itself and how employees are actually treated on a day-to-day basis. Leadership gives the impression that they care, but over time it becomes clear that their concern is often superficial. They may present themselves as supportive, but in reality, they tend to take advantage. While the position offered the benefit of working remotely, the reality of the job quickly became overwhelming. The expectations placed on employees were extremely rigid—requiring complete silence, constant presence, and little to no room for flexibility. It often felt like you had to function without breaks, emotion, or any personal needs—like a machine. There was little empathy or understanding from management, and any personal challenges seemed to be viewed as inconveniences rather than opportunities for support. Communication was often top-down and lacked a sense of collaboration or mutual respect. This experience taught me that not all remote jobs are created equal. A healthy work culture should balance performance with humanity—something I hope this company reflects on moving forward.

The company culture is structured around productivity, but unfortunately, it often comes at the cost of basic compassion and empathy. There’s a strong emphasis on meeting numbers and being constantly available, with little regard for the human side of employees’ lives. If you face personal challenges or need support, don’t expect much understanding. A truly healthy workplace balances performance with empathy, but that balance is missing here. Employees deserve to be seen and supported as people—not just as output.

While I was excited to apply for a position that aligned with my education and experience, I was disappointed by how the hiring process unfolded. During the interview, I was asked very basic or unrelated questions that didn’t reflect the complexity or responsibility of the role I applied for. It felt like the process was designed to funnel candidates—regardless of their qualifications—into lower-level or entry positions. It’s disheartening when you’re qualified for a mid-level or specialized role, only to be offered a position that undervalues your background. Organizations should trust the expertise of the people they hire and ensure the selection process aligns with the actual roles advertised. Talent should be placed where it fits best—not where it’s most convenient.

My compensation at R1 RCM felt below the industry average. A significant portion of my paycheck went toward insurance premiums, which were surprisingly high considering the coverage. On top of that, the base pay itself wasn’t competitive, making it difficult to feel financially secure or valued for the work being done. It’s frustrating when you’re expected to give your best but aren’t fairly compensated or supported with affordable benefits.

While the company appears to have some level of demographic diversity on the surface, true inclusion and representation in leadership or decision-making roles is lacking. Diverse voices are often not empowered or heard, and there seems to be a disconnect between the company’s public image and internal reality. Diversity goes beyond hiring—it’s about respect, support, and creating space for everyone to thrive. Unfortunately, that kind of inclusive culture was missing from my experience.

The moments that brought me the most joy at work were when I was able to genuinely help others—whether it was resolving an issue for a patient or supporting a teammate. Making a positive impact, even in small ways, gave purpose to the work. Collaborating with kind, like-minded coworkers also helped make the day-to-day more manageable. However, those moments were often overshadowed by the stressful environment and lack of support from leadership.

Working from home

They pay crumbs while the upper management makes millions/ hundreds of thousands per year. Management is going downhill remarkably fast. The expectations do not align with the rewards.

Working from home.

Nothing.

All it comes down to is the lengths the company will go to to “improve day to day work life” rather than just providing proper and fair compensation. The CEO making a 14 million dollar salary while it’s employees are working for poverty salaries leaves a nasty taste in the worker bees mouths.

It’s not great.

I don’t feel comfortable speaking to this.

it used to be that we were salaried & could have a flexible schedule as long as we were completing the work. But that has since been changed.