DO NOT WORK HERE - Medicare Sales Representative bei eHealth: Mitarbeiterbewertung

1,0
25. Aug. 2022
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CEO-Befürwortung
Geschäftsprognose

Pros

My direct upper management was awesome. The supervisors were very helpful, cared about their teams and were always there to help us. Working from home was also a huge perk as well as getting your internet and cell phone bill paid (up to a certain amount) every month. Benefits were also immediate, which gives them 2 stars (it's not because of compensation)

Kontras

Once you work here, you cannot work anywhere else in your insurance field for a year.... THEY WILL HOLD YOU HOSTAGE. I came on an an unlicensed agent and therefore eHealth obtained my licenses and carrier appointments. Upon voluntarily leaving in good standing, eHealth's termination packets state they won't sign release forms but that they cannot legally hold your carrier appointments and do not own your state licenses. You must go to each carrier and follow their release procedures. That being said, eHealth has stopped each carrier from moving forward with a release every step of the way. I contacted legal, licensing, head counsel and their CEO and they all told me to go screw myself, essentially. They are based in California and State law says unless you are an executive of the company, they cannot legally bind you to a non-compete. And they have released other agents in my EXACT situation, they just pick and choose who they will or will not help. I am currently working with a lawyer. I quit because they randomly laid off hundreds of people in the company and followed that up with a townhall where the CEO told us they were careless and over spent and needed to cut the fat. Are you kidding me? They also don't pay or back pay on up to 8 applications in a month, pocketing that money. They do surveys all the time but never address the issues, they just say "we're working on it" and never take action. The communication between managers, directors, employees and other departments is garbage. Every team has their own rules making it impossible to get anything done. After I was moved teams post laying everyone off, I saw my director on camera ONE time and never had a 1 to 1 or review of my numbers. They also messed up on compliance causing all carriers to take their leads back and as a result they rely on terrible over seas 3rd party leads that half the time aren't eligible, ads they created that are made to look like official government mail and general hope people call after being on their website. So expect to take 20-30 calls in a day and hit a 12% conversion at best.

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5,0
19. Juni 2026
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CEO-Befürwortung
Geschäftsprognose

Pros

Supportive team environment, helpful training resources, flexible scheduling during peak periods, and opportunities to learn the healthcare marketplace.

Kontras

High call volume expectations, inconsistent communication between departments, limited advancement clarity, and frequent process changes that slow workflow.

1,0
20. Apr. 2026
Mitarbeiter (anonym)
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CEO-Befürwortung
Geschäftsprognose

Pros

eHealth RevOps offers a fast-paced environment with strong exposure to healthcare operations, commissions, and cross-functional collaboration. The work is meaningful and provides opportunities to build analytical, problem-solving, and process improvement skills. Teams are generally supportive, and there are opportunities to learn from peers with deep industry knowledge. The role provides hands-on experience with complex data, audits, and reconciliation processes, which is valuable for strengthening both operational and financial skill sets.

Kontras

Leadership is a significant challenge. The Senior Director’s approach tends to be highly hands-on, which can limit autonomy and make it difficult for employees to feel fully trusted or supported in their roles. The environment can feel high-pressure rather than growth-oriented. At the Senior Manager level, there are concerns around consistency, professionalism, and fairness. Communication style can come across as overly direct or discouraging at times, and there are perceptions of favoritism that impact team morale and overall engagement. There are also gaps in leadership presence and support. 1:1 meetings are frequently canceled, and team members often need to rely on other leaders for guidance. While tracking and reporting are maintained, there is limited hands-on support, coaching, and clear direction for the team. Training is another challenge. Onboarding often relies on current employees who are expected to maintain their full workload, creating a high-pressure environment with little room for error. This makes it difficult for new hires to ramp up effectively and confidently. Overall, these factors can make it challenging for employees to feel supported, develop professionally, and operate with clarity and confidence.

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