health information specialist

specialist

software engineer

customer service representative

customer experience representative

Datavant

I was under the impression when I was hired that I would have much more work and higher expectations when I would start.  The training is all online for field techs.  I completed everything required in roughly 5 days which I was paid for.  It was another month before I got just two days of work.  Even with the online training videos, I was unsure of what was expected of me.  I had to figure it out at the site and it turned out to be much, much easier than the videos made it appear.  I was also told that I may be called to work up to 65 miles away.  When I asked how often that was, I was given the impression that it was not terribly common.  I worked for Ciox as a field tech for 1 year and 5 months out of that year I had to travel 84 miles a day without compensation.  I live in the middle of SLC and would have thought that there would be plenty to do without having to travel so far constantly.  The only upside to having had to travel so far was the fact that I was consistently paid.  The other half of the year was me sitting around for 3-4 months waiting for a project.  

It was EXTREMELY frustrating when I would show up on time and even 15 minutes early to the site assigned to me and paperwork that Ciox is supposed to give to the site was never faxed over.  So a minimum of an hours wait of me just sitting would happen.  This happened several times.  There were also many sites I would go to (some of which were an hour's drive away from home) where the site was not ready for me and had called Ciox to reschedule.  I was never informed of the change and it was still on my calendar.  This also happened several times.  Those working at those sites were not happy nor impressed with Ciox, complaining of poor communication.

  More often than not I would complete an assignment much quicker than I was given (ex. 3 days to do a project and it only took a little over a day).  This wasn't always a bad thing but don't expect other sites to take the place of that one.  You simply won't have work until after that project's time period has passed.  9 times out of 10 I was able to reach out by phone to the team to report hours or if the site had to reschedule.  But I was NEVER able to talk to my actual manager.  I would email her and that was a day's wait.  She was polite but nearly impossible to get a hold of.  It wasn't until 10 months of me working for Ciox before I was even given my own work email.  This made it quite difficult to go online to clock hours etc.  Even getting my own email and employee info was a joke as I had to play phone tag back and forth between IT support and HR.  Each would tell me it was the other's responsibility and to call the other.  

As a tech, they give you all of the equipment you will need to gather medical records.  However, no matter what type of retrieval method you use, you are supposed to print out from home, at least 50 cover sheets.  That meant if it was all electronic on the calendar, you were still required to print out 50 sheets just in case you arrived to site and it was all paper-copy.  Only once did that prove handy.  It was very aggravating when I had to go to a site that was all paper-copy and I had to print over 1,000 sheets.  There is no compensation for this.  While it only happened once, it ate up LOTS of paper (which after the site only gets shredded anyway) and toner.  

Towards the end of my working there (July 2018) they decided they would no longer pay for the drive time to and from site.  Before, they would pay for drive time that was over 15 minutes away.  Then they decided to implement a work incentive.  Any field tech that stayed employed with Ciox from July 2018 - November 15, 2018 got a couple hundred dollar bonus.  That was 4 months.  The turnover rate is so incredibly high that they had to convince techs to stay for 4 MONTHS.  Ridiculous.  I left the company the week after that incentive was over.  I was an excellent employee with them despite their horrible techniques and they would not pay me.  I contacted them and it was only said they would look into it.  It took another month for them to give me the bonus.  

Because work is so inconsistent, field techs are only considered part time.  Even the months worked at full time hours are considered part time and there are NO benefits.  They were searching for techs to become traveling techs (believe it or not, you are only considered a traveling tech if you go out of state or over 65 miles one way) or else they didn't have any work to do.  While traveling techs do get a rented car, place to stay, paid for ticket, and grocery money from Ciox, it isn't what a family person typically wants.  To make it worse, you were required to check the calendar every night 7pm or later to make sure you would or would not have work the next day.  It could change that quick.  That only ever happened to me once.

I'm sorry to say that the $20 an hour was very enticing to me when I was first hired.  But I was in no way paid anywhere near the amount of money that I believe I should have been.  A much lower pay rate at 20 hours a week would have given me the same salary results.  Needless to say, I felt very used and abused as a field tech with Ciox. 
 This job is EXTREMELY supplemental income and VERY unreliable.  Get this job if you love to travel a lot, have an excellent vehicle, love next to zero communication even if you need it, very little training, dealing with frustrated management at the sites and magnificent printer that never runs out of toner.  If you have a mediocre printer, or one you don't want to or can't afford to replace ink/toner in all of the time, or a so-so vehicle or if traveling is simply not your style, DON'T GET THIS JOB.

I learned nothing while employed at Ciox Health.  The company I previously worked for ArroHealth merged with CioxHealth and from that point on everything went down hill.  First, the benefits offered were higher with Cigna and I personally paid $1,018 monthly for a family of four.  During the open enrollement- the Arrohealth employees did not receive proper training on how to select benefits, wasn't specified the health insurance was bi-weekly and Arrohealth employees lost a lot of health benefits with CioxHealth that was provided under Arrohealth.  

Management is really "catty" and full of misguided, unqualified and overworked females.  You are not informed of the proper chain of command here.  My supervisor never responded to my work questions, complained of having too many people to manage and too many emails.  I was given the  reason of her not answering my questions as " I receive so many emails a day, I probably got it but I can't find it.  Can you send it to me again".  They have this rebuttal process that is audited by people who don't follow the client's guidelines and who go off their own way of coding.  You must do the rebuttal or your supervisor will retaliate against you- mine did that to mea and I had no one to turn to.  The HR department is very protective of the supervisors and managers and the supervisors and managers are very protective of their "favorite" auditors even when the auditor is wrong and the coder was right.  They will keep you out of a project.  I was a full time auditor/coder and in order to enter into a project you had to code at a  95% accuracy .  If not you receive a verbal warning on your first failure.  Your second try, if you fail, you receive a written warning that is sent to your file in  HR.  Your third try and you fail, you receive a second written warning and possible termination.  Now in between you trying to reach 95%,  you are sending rebuttals to overturn the corrections of the auditors.  9 out of 10, your rebuttal will not be overturned.  This is their method of choice to get rid of coders.  They do not offer any kind of training to become an auditor except you maintaining a 95%.  Even when they had a meeting for all auditors to let them know that 70% of the rebuttals submitted by the coders they are auditing have been overturned.  They did not offer any training to get every auditor on the same page of coding all conditions.  This company is a failure and will continue to have a high turnover rate.  They have good trainers on giving the client's guidelines for projects but they still are unclear on certain areas in the guidelines.  Everything is very vague and the read the guidelines to you which is not really training.  They give basic coding examples but nothing in writing so you can't come back on them and say so and so said to use this code for this condition.  

They only thing I rated them high on is the flexibility in the work schedule.  This is the only thing I appreciated except when the end of the year approaches, then you can't take any time off between October and December.  You are on constant overtime to get the projects finished.  They will tell you if you submit for time off, you will not get it.  They value only Cioxhealth employees but any employees they absorb from a merger with another company, they get rid of most of the employees from that other company.  I got out because my supervisor and I did not see eye to eye on some things involving my rebuttals and she retaliated against me and talked to me as if I was beneath her and I refuse to be treated in such a manner.  I worked every bit of overtime and I worked on every project that came my way and I worked even when I could not get answers to my questions from her to make her numbers look good to help her keep her job and she did not appreciate it at all.  So I found another job, it not remote but I did what I had to do.  I'm not writing this review to bring disrespect to the company but the CEO, COO and other high salary earners need to really pay attention to the manner in which the employees are being treated by the company.  Their supervisors are overworked and the company has high expectations that neither the supervisors or employees can perform up to.  I'm  just glad I got out and hope any other coders to beware of this company.  Everything on the outside looks good but dealing with the inside is a whole new ball game.

Let me start this by saying when I first started working at Datavant I was so glad to have found a company that matched my values. They are very employee focused and will go out of their way to ensure you have all the support you need. The training was incredible and had such valuable information. I could go on and on about the benefits of the company but that's not really why people read these reviews. 

I've always been a fantastic coder, absolutely top of my game consistently getting 100's across the board, until working at Datavant. It's not that their goals are hard to achieve or confusing, it's how they set you up to meet your goals. I've never felt more discouraged and undervalued as I coder more than I have working at Datavant. They need to restructure how they calculate their quality scores or hire more auditors. Production wise they expect you to complete at least like 3-5 charts an hour (they do take into consideration pages, etc. so it's hard to calculate the exact amount of charts you have to do) these goals are not hard to meet. But it means absolutely NOTHING for you to code 100 charts a week if they are only auditing 1 or 2 charts (maybe 1% of the charts you code) so if you mess up on any of those 1 or 2 charts they code you fail, but they won't pull more charts so you have a fair chance or can try to improve your quality scores. That 95% quality that you may have felt was easy to meet, sets you up for failure here. They don't take the entire chart as a whole but the number of codes on a chart, so if the two charts they code have maybe 5 codes each and you get even one of those wrong, you've failed. They calculate based off number of codes, codes updated, deleted, or added. BUT when they "fix" a code they delete the original code and re-add the correct code instead of updating your code (if it's the incorrect specificity for example), so a code that should really be worth "1 point" since it was the wrong specificity gets deducted for double the amount. A chart that could've been a 50 for having 1 code that's wrong ends up being a 0.

If I could provide any advice to this company, I would say to STOP taking on more projects than your auditors/coders can actually handle and put some major thinking into reconstructing how you provide quality because you are setting up every one of your coders for failure by not giving them a fair picture of how they are actually doing as coders, or considering hiring an abundance of auditors because 2 charts a week for audits is absolutely ridiculous. 

Also to note: if you ever think you can just move up quickly in this company you are dead wrong, you are required to be in a position for at least 8 months before you are allowed to even apply for a position, so if you are hoping to really move up quickly with this company, it's not possible. 

On a positive note I will say that the training and management is absolutely fantastic, so if you can overlook their severe lack of a good quality score estimate, it may be a company you can see yourself retiring with. 

So for one, the work/life balance sucks. You have to check your schedule every day to see if it changes because it can change (as they say) up to 7 pm the night before. But now we have to check in the morning too just to make sure nothing magically updated overnight. Plus, if you have a drs appointment, you have to request a min of half the day off because jic you're scheduled 2 hours away from your Dr's. And if you request half the day off, you may as well expect the whole day off because they don't typically have sites that only need half a day scheduled.

Compensation and benefits. So they actually pay pretty good hourly...but the only downfall is my particular position slows down in the winter. Its so bad, I may as well consider myself half my wage at full time. This is why they consider you part time. The summer hours are great and you get lots of work. But as things slow down, so do your hours (to the point you can see as little as 5 hours for 2 weeks.) Because if this, I worry about actually signing on for any Healthcare benefits because I wonder how I could afford it in the winter. Expect to find a seasonal job from about Jan to March.

So I put Job security as high only because not many people actually do the job quickly and effectively the first time around. AND out of the ones that do their job well, the system will still mess things up and you have to return to a site 2 or 3 times for the same list that you already retrieved. If you do the job well though, sites can and will request you and that provides extra security.

What can I say about Management? Well...for one, expect to not see the same bosses for more than a year. I feel like I'm at Hogwarts with a new Defense against the dark arts teacher every year... To add to it, the communication is lacking. They seem to never answer the phones (unless it's a whole new team...they apparently must need to look good to start but that dwindles down quickly enough). Plus, if you email, unless the answer will benefit them in some way, don't expect much in that area either. And it's not just the communication between management to employee either...its the management to the site. Let's say, for instance, your notes tell you the site is expecting you at 9am but your schedule says you're not supposed to be there until noon and you have a different site at 9 am. If you tell management, they will still not inform the site and just let them figure it out on their own. It makes us look bad when we arrive and have to de-escalate a lot of situations that could have been avoided...

Job culture. I gave 4 stars because honestly, I can't say too much about the culture since I've only met a handful of other employees...everyone else (including your boss) you only speak to on the phone or through email. 

I worked at Datavant (formerly Ciox Health) for over 10 years, during which I held multiple positions and steadily advanced through the organization. My growth was the result of hard work, dedication to continuous learning, and a strong commitment to building positive relationships with both clients and colleagues. I had the privilege of working alongside some exceptional managers and team members, and I gained valuable experience in health information management and leadership.

However, my overall experience at Datavant was mixed. The work environment—particularly for supervisors and managers—can be extremely demanding and, at times, discouraging. Staffing shortages were common, especially at high-volume sites, which made it difficult to provide consistent support and training. This often led to increased stress, burnout, and decreased morale.

A major concern I encountered was the inconsistency in leadership. While some managers genuinely cared about their teams, others seemed to prioritize personal agendas over performance and professionalism. Unfortunately, the HR department did not always provide objective support. In some instances, HR decisions appeared to align more with managerial preferences than with fairness or performance-based evaluations. This undermined trust and created a sense of vulnerability, even for high-performing employees.

Another challenge was the company’s heavy emphasis on production metrics and profit. There was often a lack of appreciation for experienced staff with deep knowledge of HIM and ROI practices. Leadership frequently hired individuals into management roles without operational experience, making it difficult for them to provide effective support to their teams. This led to a disconnect between leadership expectations and frontline realities.

Despite these challenges, I’m grateful for the skills I developed and the professional relationships I built during my time at Datavant. I learned a great deal, made lasting connections, and had many positive moments. However, I would advise prospective employees—especially those considering long-term careers in operations or site leadership roles—to enter with clear boundaries, realistic expectations, and a firm understanding of the company culture.

General exceptions is all of data entry plus the ability to competently Google incomplete data field reps miss. Generally takes people about 2 months to get up to speed. Problem is that most people do not last one month. 

Normal work hours are 7am-5pm. And then weekends you'll work 98% of  Saturdays and sometimes Sunday. During the busy HEDIS season (Feb-May) you can expect to work 3 out of every 4 sundays too. In the first year I worked here they have bonuses to entice people to work Sundays. But since Healthport was taken over by Ciox that hasn't happened. One April I had one single day off. Usually people will just call out with unscheduled days off from overwork. Doing so more than 3 times in a month and expect to be disciplined.

Weekend work is 90% off the time helping data entry catch up instead of your own dept work. Presumably because data entry indexers hemorrhages at an alarming rate. If their queue is 20,000 or lower you may get Saturday off, if it's higher that 100,000 then you can expect you have to work Sunday too. This is probably the worst part of the job as you'll be told if you have ONE day off each week at Friday afternoon. So forget having any social life here. 

It's not all bad as you can't spend too much money if you're working here 55-65 hours a week. And would be unbearable if manager was not competent and fair. 

The Bluegrass site is spartan. There are 3 beverage machines and 1 snack machine for vending machines, 4 microwaves and that's it for the break room. The recruitment board in the break room has been blank the whole time I've worked here. 

When I first started the CorpWeb system used was as a browser application through IE 6. Later it read IE 9, but this broke a lot of functionality yet it barely works. Once had a guy sit with me watch what I did to suggest tweaks to help the system for 2 days.  Not one single point was ever implemented. 

In conclusion this job is good if you don't like dealing with people. Job is fairly secure if you do not create HIPAA breaches (3 in one rolling 12 month period and you're out!). 

On the downside you're an overworked, underpaid, faceless pleb in the Ciox machine forced to alleviate the company's horrendous turnover rate by working 1.5 jobs worth. You will facepalm daily at how this company seems to have the poorest trained people around. (General Exceptions seems to exist because field reps and data entry perpetually make errors for you to fix, due to high turnover of those departments). 

TL:DR good for low stress, bad almost everywhere else.

A typical day at work

A typical day involves managing medical record requests while navigating frequent changes in direction from the field team. Priorities can shift quickly, sometimes multiple times in a single day, which adds stress and requires constant adjustment. Much of the work involves responding to updates, clarifying expectations, and reworking tasks due to miscommunication across teams.

What I believe I’ve learned

I’ve learned how to adapt in a fast-paced and high-stress environment, often with limited or changing guidance. I’ve gained experience working across global and field teams, handling ambiguity, and maintaining compliance despite frequent workflow changes. I’ve also learned the importance of advocating for clear expectations and fair role boundaries.

Management

Management communicates expectations but there are challenges with follow-through. Employees are encouraged to cross-train for higher-level roles and are told they will be considered when positions open; however, after cross-training, budget constraints are often cited and employees are still expected to take on supervisory-level responsibilities without corresponding compensation. This creates frustration and impacts trust and morale.

Workplace culture

The culture is high-pressure and heavily metrics-driven, particularly within the global team. Frequent miscommunication between leadership, the field team, and global staff contributes to daily stress and rework. Employees often need to advocate for themselves to avoid role creep, as responsibilities can expand without formal recognition or pay adjustments.

The hardest part of the job

The hardest part is managing constant miscommunication and shifting expectations while being held to strict productivity and quality standards. Performing responsibilities beyond one’s role without appropriate compensation or clarity adds to burnout and stress.

The most enjoyable part of the job

The most enjoyable part is supporting compliant medical record processing and knowing the work contributes to patient care and healthcare operations. Successfully resolving complex issues despite challenges, and working independently in a remote setting, can also be rewarding.

A typical work day included starting at 8:00AM EST to review emails from the night and/or day before if applicable. Once emails were responded to I would call facilities to check in with team members and/or field calls from team members, customers, and requesting parties if applicable. I would lend a hand processing daily workload if necessary and after the company wide labor reduction I would process work out of necessity. I would correct team member timecards, review corporate reports, and complete Key Performance Indicators (KPI) reports monthly.

During my time with HealthPort I learned how to complete Key Performance Indicators (KPI) report. I learned how to manage a failing account with zero leadership support. 

The coworkers I had the pleasure to meet were nice people but suffered from the same lack of support that I did during my time with HealthPort. 

The hardest part of my job was the lack of support received during my time with the company, making the Vice President aware of issues that I was unable to resolve myself, and the Vice President's dishonesty to C-Level leadership once issues grew to nearly uncontrollable proportions. This was made more difficult, if possible, by my ability to resolve the issues experiences without Vice President assistance and then the Vice President "acting" as if the issues were solved by them. The Vice President carried on with inappropriate relationships of all natures which caused issues within the field. During my time I became aware and confirmed the stealing of time by  Site Coordinator 1. This information with facts were presented to the Vice President and Human Resources both of whom did not support holding the Site Coordinator responsible. Site Coordinator 2 performed an unauthorized disclosure of protected health information. This is a violation of the HIPAA law. This was submitted via corporate per protocol. This individual was not held accountable for the inappropriate action. Neither were held accountable due to personal relationships between each and the Vice President. 

The most enjoyable part of the job was servicing the customer(s). The second most enjoyable part was servicing my team, mentoring them, and providing opportunities for them to learn and grow. The third most enjoyable part was my ability to be successful with zero support from leadership above the District Manager level.

This is a high stress job with constantly changing facility procedures. The call volume is horrendous and the patients, doctors office and nursing staff make your job just that much harder.

You are constantly yelled at by patients and 3rd party requestor's and have no recourse. So if a patient or insurance company calls the facility saying you told them to take a flying leap; even if you did not, you are the one in trouble. There is no investigation into the patients behavior or yours, and fellow employees are not questioned even though they sit next to you and hear everything.

To sum up the first two paragraphs: you better enjoy acting like a circus dog and learn to sit, jump, beg, and roll over on command.

Healthport uses a system that does not allow you to permanently document any notes as to status calls or conversations with patients. Any notes placed in the system can be erased by anyone, because they are not time stamped, nor do they indicate who created the note. This is a major flaw in their data entry program and has been brought to upper managements attention, yet they obviously feels this is not important. What would the point be to document a call from a patient when they tell you they are going to kill their self. It's called PLAUSIBLE DENIABILITY. What cannot been proven cannot be argued.

Onsite manager and local area manger are great, but Management above that SUCKS. Upper management has no clue what happens at a local facility and does not care about their employees.

Wages are right in line with keeping you at the national poverty level ($12). Do NOT expect to advance with the company you were hired with one purpose and that's it.

Want a transfer to another facility either in the area or out of state do NOT bother to try they have no transfer policy and people around here having been waiting 4+ months just to get a call about a transfer. At this time I personally have been passed over for 12 plus positions I have applied to; positions where within a 20 mile radius of current location and I never got one call from HR. Even though I have a squeaky clean employment history with Healthport.

Heath Insurance is horrible. It does not cover labs, only $450 a year in doctors visits & $2, 000 inpatient hospital stay or up to 3 or 5 days what ever is less & if you use the ER the insurance company can deny benefits if they deem the visit a non-emergency.

The only reason I ended up working for "Hellport" is because they bought out a smaller company that I was originally hired by. My original manager resigned as soon as he found out that Hellport was taking over due to his prior experience with them. Working under the (Northern California) District Manager was like working under a dictatorship. During my tenure at Stanford Hospital as a Hellport employee, I have seen 3 of my hard working colleagues in tears due to the pressure and harassment from the Hellport managers/supervisors.

*NOTE*: Stanford Hospital is an excellent workplace in my opinion, their management treated us very courteously as their contractors. They would be constantly recognizing us for our hard work & efforts (shouldn't we receive that from our own employer?). I believe the only reason Hellport contracts ROI for Stanford Hospital is because they bought($) out the original company. I hope, for the benefit of Stanford Hospital patients & associates, a new contract/vendor is in process.

Hellport pays $14-$15/hr., compared to $18-$20/hr. from my original employer, plus they have a very expensive health plan. In 2011, I was pressured to bring a company laptop with me on my family vacation to do data entry. Are you kidding me? Work/Life balance is so bad, that if you request for a day off, you will most likely be interrogated. You will be worked like a slave, and receive NO recognition. Workplace bullying by managers/supervisors is very common. I now, work for a different company as a Records Specialist, and am paid $21/hr. performing the same tasks but yet being treated far better. I found out an former employee for Hellport at the Stanford Hospital site successfully sued Hellport for $20,000 for workplace harassment. So, that might be the only "PRO" to working for Hellport, plus you will have a chance to initiate a much needed "Undercover Boss" episode:) Remember before committing to this company: "Treat yourself, don't cheat yourself!"...Good luck to you! - (from a now joyful Santa Clara Valley Medical employee)

NOTE: I was only prompted to write this review because my good friend was very close to accepting a job offer from Hellport. She now works for a different company as a ROI Specialist ($18/hr.).
I apologize for the delay of this review.

Top Job Titles	Average Salary
Health information specialist 31 salaries reported	$16.80 per hour
Specialist 19 salaries reported	$17.62 per hour
Software engineer 4 salaries reported	$178,000 per year
Customer service representative 16 salaries reported	$15.20 per hour
Customer experience representative 26 salaries reported	$22.45 per hour

Working at Datavant: Company Overview and Reviews

Datavant

Datavant Ratings

Popular jobs at Datavant

Salary Satisfaction

Job Seeker Tools

Employer Tools

Browse

Stay Connected