nurse practitioner

advanced practice provider

physician assistant

patient care coordinator

outreach specialist

WellBe Senior Medical

The job is telemarketing. You call the same people every 14 days or less. If the numbers aren’t there your job may not be. They call it “saving lives”. They lie about what the job is in the interview & fail to admit it. 

Upper management is poor, they gossip about employees in front of other employees, they strongly lack accountability and they misbehave in unprofessional ways just to blame it on the employee. They will blame you for your reaction to their poor behavior and do whatever they can to avoid you talking about it to other employees. They micromanage a lot. Upper management is not your friend they are looking to see if you are doing anything wrong to blame on your manager which then results in a domino effect of blame, creating toxicity in the office.
 They document every incident and conversation. Additionally, it is very he say she say, doesn’t matter if you are off the clock or in the bathroom, no where on the floor is a safe space to speak, doesn’t matter who you are talking to - upper management IS listening. The HR lady needs to have HR called on her she speaks unprofessionally and disrespectfully to employees and gets away with it. Their communication is the worst I have ever seen, lower management says one thing and upper management says another, they seem very under qualified which makes sense considering they will hire just about anyone due to 75% of their hiring class don’t make it past 3 months. 

Attendance is strict don’t come in late and if you are sick they want you to come in sick & then they will let you go home. There is no work life balance you only get about 12 paid days off a year., outside of that it is counted against you.

 The employees are kind and are all in the same boat where they hate it there but trying to make the best out of it since they need that good paycheck. Even lower tier management acknowledges these flaws yet are there for the paycheck. Overall staff seem to be openly religious. They do not help the gossip in the office, at all. 

If you do work here know your job is only stable for 3 months. If you do not make visits your job is at risk, they will do what they can to help you get visits though ( you need to ask ) This is not a stable job there are so many ways to get fired and they don’t care if you have been there for 3 years or 4 months, they will fire you. They are not loyal. 

 In training they shower you with free food and actually a good culture environment. Don’t listen to what they say about the managers, that’s their biased opinion. Do not under any circumstances trust any upper management, if your floor manager is the woman, know she is the ONLY trust worthy manager there, regardless of what the office will tell you about her. 

At the end of the day, they are a new company, and they have a good goal and are persistent in working towards that goal. However they have ALOT to work on. Not sure if they will survive unless they take accountability and treat their employees better. If they spent the same amount of time that they did on “motivating” videos, group chat messages and posters on building rapport and trust with employees and finding genuine ways to motivate employees they would thrive as a company. 

 They taught me coming to work early is coming on time. I learned to keep my head and mouth shut in order to survive in such a nasty environment. I learned to never accept a job that hires you minutes after the interview. They taught me a toxic environment is the cost for a great paycheck. 

I am a current employee,  hoping to get someone's attention that can help. I think that I can speak for a lot of my fellow APP's when I say, we are burnt out. The workload expectations are unsustainable and directly contributing to burnout. The number of patients we are required to see, combined with extensive charting, TOCs, patient follow-ups, referral management, and addressing POD calls leave no room for work-life balance. There is no dedicated administrative time for charting, forcing providers to complete documentation after hours, which significantly impacts personal time and well-being.

The on-call requirements are excessive and unrealistic. APPs receive 10-20 calls during a regular weeknight after hours, and on weekends/holidays, that number can double or triple. Acting as the sole on-call provider, this is not sustainable. A better system is needed to prevent overwhelming the APPs with calls that could be handled differently. Even with the assistance of PCCs during on-call, we still get a large volume of patients calling in for scheduling issues, issues that can be addressed at the next APPS visit, as well as trying to address acute concerns. Perhaps placing a triage team with clinical knowledge or dedicated on-call team could help relieve the added stress and anxiety that we APPs are already experiencing. 

Additionally, the role of the PCCs is always changing, leading to APPs micromanaging their own schedules and taking on tasks that should be delegated to PCCs. Without a well-defined workflow, providers are left to manage responsibilities beyond their scope, adding unnecessary stress.

The way scheduling is structured leaves little time to meaningfully impact patient care. The focus seems to be on volume rather than quality, which ultimately affects both provider satisfaction and patient outcomes. A poor work environment leads to poor patient satisfaction, and without significant changes, this will continue to be a growing issue.

If leadership wants to retain high-quality providers and ensure better patient outcomes, workload adjustments, a clearer division of responsibilities, a more effective on-call triage system, and dedicated administrative time must be prioritized.

We are begging you to hear us. We love our patients and want to continue to love working for WellBe.

After coming from a clinic where I had to rush through 30 patients a day, It has been refreshing to come to work and give a patient all the time they need. That may mean more frequent visits but this culture at WellBe is what I feel healthcare is supposed to be. Are there negative aspects? Sure, but there are at EVERY SINGLE JOB out there. 
A typical day at work...
Morning huddle to make sure all our ducks are in a row, seeing a variety of initial visits, annual visit, transition of care visits, follow up visits, family meetings, afternoon rounds to learn from each other. Charting.
Lets be real folks, charting is the bane of our existence! It will be for rest of time!!! Anyone who thinks you will be able to find the perfect charting system that isn't clunky. I have ocean side property I'd like to talk to you about in Arizona. Once you learn the charting system, its not that bad and as long as you practice medicine, your charting will naturally flow.
What I have learned...
My biggest learning curve was coming from fee for service to value based medicine. Took me 3 months to get used to it but I understand patients whole picture better because of it. 
Management...
Have had nothing but support from management. Very responsive! This is a FAST growing company because we provide awesome services so there are going to be growing pains and yes things are changing on a regular basis but for the better in the long run. Embracing change and being uncomfortable is where the MAGIC happens!
Workplace Culture...
I have never worked with a better group of NPs and MDs. We support each other, we help out where ever we can. We are a close nit group.
Hardest part of the job...
Staying up on charting. But if you dedicate some time and buckle down, this is not so hard to keep up with. Plus we have AI that is being integrated in the charting system that will cut out chart time in half, at least. 
Most Enjoyable part of my job...
Seeing patients of course! Adding value to patients lives and really preparing them for what comes next has been so rewarding and gratifying. I would also add this company loves to teach. Every Wednesday we have team meetings where we have learning opportunities to learn or re-learn a topic every week. Love the amount of education we get to make us better

Great company for a business-minded provider/ NP, not for the hands-on, clinically-focused provider- lots of meetings (sometimes >2-3hrs/ day) that were more focused on the billing aspect of the visits instead of actual clinical concerns. Extremely limited scope of practice as you're more of a consultant, not the actual PCP and I was not comfortable making major changes to the treatment plan or meds because I usually didn't have any medical records at the time of the visit (or ever).  We were supposed to have a social worker and never got one, which makes it pretty much impossible to do anything for these extremely high-risk people in their homes. I often doubled as a social worker, which took away from my primary responsibilities. 

I asked the right questions during my interviews to ensure this company was a good fit, and the job description was that the NP would be working with individuals with multiple, complex health problems with the main goal of keeping at home and out of the hospital. I was told that in most cases, when patients sign on with WellBe, the NP becomes their PCP- this was not the case (at least in an urban setting like Pittsburgh anyways). My patients kept their PCP and most saw multiple specialists; I was a mere consultant that would write recommendations. Took awhile to get any medical records, so most of the time I was walking into the visit completely blind and obtained the history from the patient. And again the meetings... SO MANY MEETINGS!! Oh and the documentation is horrendous- takes forever in the beginning because you have to send each note to your medical director for corrections, then you fix it and send it a coder. This process may go back and forth multiple times just for one note, because the main goal is to capture the HCC codes so the patient gets max reimbursement from the insurance company.

Big pro was the management- my supervisor was extremely helpful and was always available to support the NPs on her team. Medical directors were great as well. Wish I could see them in action doing more patient care, and it seemed like their primary role was coding/ computer work 

I am a current Wellbe nurse practitioner. I am seeking the attention of leadership. 
We are overwhelmed. I love my job and enjoy my patients. At NEO, I was really encouraged to come into a company where I felt my patients would be more than a number and up until recently they have been. 
Dr. Kang's vision of becoming a trusted clinician has happened over and over again with my patients. Patients who spent days and weeks in hospitals prior to engagement call first and avoid hospitalization altogether. The doctors we work with are the absolute best of the best. Our clinical directors work every way to keep us from drowning. 

The reality is, our charting is overwhelming - we are working more than 40 hours a week and not getting comparable pay in our area to try to keep our head above water with the charting. Being a sole on call provider on the week days isn't doable - I have actually almost fallen asleep while driving the next morning due to pure exhaustion. Some phone calls have been scheduling purposes in the middle of the night. There's 15-20 phone calls at minimum. When I started, the volume was low but as our volume has astronomically expanded, so has on call volume. Weekends are the same. We don't leave our computers - and then we get to go back and work 40 hours with little to no break from an exhausting on call weekend.
More patients need Wellbe. It makes so much sense for patients and truly saves lives but it needs to be at a ratio that makes sense for your nurse practitioners AND physicians to have a work life balance. The recent Ohio downsize really felt like a blow when we are all working so hard out here. 

You have the hardest working, highest quality people on the team currently. Please hear us out Wellbe. We have already sacrificed some really good ones, we cannot afford anymore. The mission is the best health care has ever seen. The culture we have in Ohio and our local leadership  is wonderful but we need a life outside of work or it won't be sustainable any longer. 

I wish the job was actually as great as it seemed to be in the beginning. The local teams are full of compassionate folks who desire to deliver top-rate services to patients.  The local management is fantastic; they truly care about patients and clinicians! The upper management seems to be woefully out of touch with how their seemingly impulsive decisions impact the wellbeing of the clinicians in the field (and the patients). They travel in packs around the county to deliver messages, but seem oblivious about how these messages impact patient care and work-life balance. Each month or so there is a new company initiative with horrible last-minute communication and zero transparency to clinicians in the field. Initiatives are rarely piloted in a way that feels collaborative and thoughtful. Decisions seem reactive and chaotic. 

There’s more focus on getting patients engaged, coding more diagnoses to collect more money and education on “The WellBe Way” than providing a quality service to existing patients. Current company initiatives involve taking APPs away from their existing patients to go door-to-door like salespeople to convince other people to let WellBe provide services. It is absolutely absurd. Adding more patients to already overwhelmed APPs sends a message that work-life balance and compassionate care is not important. Really, really great clinicians feel like they need to do the bare-minimum for their patients in order to meet unrealistic demands coming from the top-down. If WellBe wants to be the best, communities need to be much smaller geographically to reduce traveling. There need to be at least twice the number of APPs and social workers that exist now. The rapid chaos of change need to stop before more people leave. Engaging the masses and branding of “The WellBe Way” needs to take a backseat to allowing caring clinicians to do what they love: caring for patients.  

 If you think you are interviewing to cover a particular location, get it in writing. Also even if you are clinical you will be asked to do sales phone calls to get patients' to buy-in and drop by patients' homes unannounced to get them to let you in for an appointment to sign them up. You don't really act as an nurse practitioner but more like a coder and sales person. The higher the code, the happier they are with you because that means more money for the company, not better care for the patients. The company only cares that you manage the higher code medical problems and nothing about non-RAF codes or medical problems people have. You will drive to see 2-3 patients a day averaging 150 miles a day through winding country roads, getting lost, and you don't get paid miles from home to first appointment or from last appointment home which is the bulk of your miles.
Unpaid short and long term disability benefit and this is expensive, so salary looks great but with unpaid benefits, wear and tear on your car, rising gas prices, unpaid mileage, you aren't really doing that well. 
Get specific day-to-day job description/expectations, job territory, mileage payment agreement, driving expectations (miles per day) and lack of and short-term and long-term benefit coverage so cost figured out before signing or agreeing to salary; ask for more to cover all of the unpaid expenses.



I really felt good about working for this company in the beginning, however things have changed and I haven't even been here a year yet. Changes happen quickly here and I was okay until this new initiative took place. The company is so focused on engaging new patients, that I feel it is losing site of it's vision. They have taken some NPs away from patient mangement to focus solely on getting new patients to consent to our services. Resulting in one NP to cover multiple locations and taking over care for patients that required 1-2 NPs to cover. Initially told we only had to do drop in visits for certain days depending on panel size, now only to find out it they don't feel you are "busy" based on scheduled visits to have drop ins added on any given day. This does not leave much room for following up on other patient care needs and charting. NPs are doing door to door drop ins, leaving us to feel like a salesperson for the company. They should have put into place a designated non-clinical person to do these visits, so the NPs can focus on patient care and to manage their now double to triple patient loads. Plus, no admin time, so charting and looking up patients is done on your own time. Meaning you are working 10+ hours some days. Our schedules are 8-5pm, but yet they can schedule a drop in or initial visit at 5pm, leaving you to work well past your 8 hours. We often have no time for lunch, because we are either charting or driving to a patient visit during our 1/2 hour lunch. Great vision, but these new changes are going to cause a lot of good NPs to leave.

WellBe is a start up company that provides comprehensive in-home medical services to high acuity patients ensuring continuous access to care to prevent unnecessary hospitalizations and to save insurance partners money. They offer concierge level service that allows patients to have direct access to their assigned NP for any health related needs or resources. The team consists of an MD, NP, LISW, Medical Assistant, Paramedics, and 24/7/365 call line managed by NPs and MDs. A work in progress as structure is taking shape, but moving further away from being a  different kind of healthcare provider and spending that extra time with patients due to metrics and productivity, which is all too familiar. The salary is fair and you get about 30 days PTO annually. The management team is very approachable and knowledgeable with a few exceptions. On the other hand, work-life balance is in jeopardy for people with young children-daily after hour charting well into the evening, lack of communication-medical assistants are given priority info that affects NP’s workflow well before NPs are notified, much more micromanagement than many experienced NPs are used to, too many changes before integration of previous changes, and patients have their own PCPs but NPs are expected to manage, treat, follow up and ensure that key measures are met often leaving one feeling like the primary not secondary as theorized. 

Its a low-key sales job a call center environment, specifically working with a beat-up list in certain markets. While the work itself is relatively easy, it can be challenging and frustrating dealing with angry members and frequent cancellations of visits. It is disappointing that the company does not allow employees to work from home, which seems unfair considering the nature of the job. On a positive note, I appreciate the CEO's vision. However, there are areas where the management falls short, particularly in their communication practices and excessive involvement in lengthy meetings. Additionally, the delay of three months in receiving bonuses, which are often less than expected, can be demotivating. The quarterly bonuses are not commensurate with all the hard work and effort put in by employees. Moreover, the constant atmosphere of conflict among employees and the overwhelming pressure to convince members over the phone can be exhausting. It appears that the company's focus is primarily on money and metrics rather than prioritizing the well-being of its employees in lengthy meetings. Additionally, there is a delay of three months in receiving bonuses, which are often less than what one has worked for. There is also an ongoing atmosphere of conflict among employees, which can be exhausting. It feels like the company prioritizes money and metrics over the well-being of its employees.

Top Job Titles	Average Salary
Nurse practitioner 289 salaries reported	$131,301 per year
Advanced practice provider 16 salaries reported	$130,400 per year
Physician assistant 67 salaries reported	$135,866 per year
Patient care coordinator 66 salaries reported	$45,220 per year
Outreach specialist 16 salaries reported	$47,250 per year

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