technology
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Amazon, Berkshire Hathaway and JPMorgan Chase shutter moonshot health care partnership

The three companies intend to each retain a portion of Haven's 57 employees, CNBC reported, citing anonymous sources.

Using AR to assist in medical procedures

Haven was a long-shot attempt to fix an increadibly complex industry.

Photo: Jens Kalaene/picture alliance via Getty Images

A much-publicized partnership between Amazon, Berkshire Hathaway and JPMorgan Chase intended to try to lower health care costs is disbanding, according to CNBC.

Known as Haven, the news of its shuttering is a reflection of the difficulty outside entities face in trying to make a significant impact in the complex sector, one that has seen increasing consolidation over the past decade.

″The Haven team made good progress exploring a wide range of healthcare solutions, as well as piloting new ways to make primary care easier to access, insurance benefits simpler to understand and easier to use, and prescription drugs more affordable," a spokesperson told the outlet.

The companies intend to each retain a portion of Haven's 57 employees, CNBC reported, citing anonymous sources. The three behemoths also plan to "continue to collaborate informally to design programs tailored to address the specific needs of our individual employee populations and locations," the spokesperson added.

The writing was on the wall. Former CEO Atul Gawande, a noted surgeon and writer, departed in May, part of a string of executive departures.

Joe Williams

Joe Williams is a writer-at-large at Protocol. He previously covered enterprise software for Protocol, Bloomberg and Business Insider. Joe can be reached at JoeWilliams@Protocol.com. To share information confidentially, he can also be contacted on a non-work device via Signal (+1-309-265-6120) or JPW53189@protonmail.com.

amazon berkshire hathaway jpmorgan chase healthcare jeff bezos jamie dimon warren buffett technology
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“Been thinking about anti-perks in tech jobs. What perks *sound* good but are a hard no from you?”

The tweet came from Jessica Rose, a developer relations advocate, founder of a meetup series for programmers and aspiring programmers and co-founder of Trans*Code, a hacker org devoted to drawing attention to transgender issues and opportunities.

Rose’s “hard no” was to those so-called benefits that have been around since time immemorial (or at least since the dot-com era). “Don't give me food or hammocks or video games, just let me work remotely or go home on time,” said Rose.

'Don’t touch me'

The tweet thread was full of varied responses, but the paradox of unlimited vacation was the clear favorite. “Wow, people are just so suspicious about unlimited paid time off,” Rose told Protocol when we caught up with her to ask about the tweet.

Other workers balked at in-office massages (“don’t touch me”), free booze, open-plan offices (did anyone in the history of the world ever call this a benefit?), fitness rooms, nap rooms, escape rooms (really any rooms), and something called “blameless retrospectives.” Um, what?

If employees are going to be suspicious of whatever perks you offer, why offer any perks at all?

“So I'm aware of how wonderfully spoiled it is to complain about perks being given out in some kinds of tech workplaces,” said Rose. “I'm the most unimpressed by ‘perks’ which either directly undermine employment rights (like unlimited paid time off can do in some regions) or are intended to throw work/life balance out of kilter in the workplace's favor.”

Unlimited or flexible vacation time can work, but it helps when the culture is one where people are encouraged to take time off and experts agree that mandatory minimums go a long way in helping create that kind of culture.

Your best interests or mine? Why can’t it be both? ¯\_(ツ)_/¯

A director of engineering at Google who formerly worked at Microsoft and Zillow called employer-sponsored coaching an anti-perk. “I’ll spring for a coach who is looking out for my best interests, not the company’s, thanks,” she said, adding, “I know I am lucky to be offered this, but it always feels like a trap.”

There’s good reason to be at least a little wary of these programs. Last year Protocol reported that when tech companies work with coaching programs like BetterUp and Bravely the conversations themselves are confidential, but the company often receives aggregated reports on the issues workers are expressing in general, the topics they’re discussing, what's going well for them at work, and what's not.

When Protocol spoke to Twilio’s VP of talent management Andrew Wilhelms about the company's coaching partnership, Wilhelms explained that BetterUp provides a set of Twilio-specific priorities to coaches and Twilio can update those priorities and goals based on what kind of culture change the company needs to see.

This might feel overly controlling, or it might be a great way to help change a company’s culture for the better, especially if a majority of employees are feeling stressed and burned out and are more likely to tell this to a coach than their manager. Twilio told Protocol that 99% of the employees who used the coaching service last year said the sessions were a valuable use of their time, and that 94% said the sessions made them more effective at their job.

“Thoughtful, meaningful perks can benefit both employers and team members, by helping keep their team members happy and hopefully keep them in their role for longer,” Rose said.

Free SunChips < values-based work culture

Research shows that today’s employees don’t want snacks as much as they want work that aligns with their values, and that extends to benefits.

  • “I love work perks that demonstrate an employer's ethics and commitment to meaningfully supporting their team members,” said Rose.
  • These benefits can include big structural benefits like location-agnostic pay and support for different kinds of employee leave, but also smaller things like “sending people a small bonus on their birthday to buy a cake,” Rose added.
  • Rose also looks for “employers who don't subcontract out cleaning or security staff, to make sure that all of their team members get access to the same kinds of pay and support.”

What your 'perks' say about your corporate culture

Some “anti-perks” are just common decency and respect, such as believing your employees are telling the truth when they call in sick. In response to Rose’s prompt, one senior system admin pointed out a job listing that offers an “honor-based sick leave policy” in addition to its “commitment to an open, inclusive and diverse work culture.”

And think twice about listing your game room in your job description, tweeted a product designer from Miro:

“When they advertise a ping-pong table in the job listing, it's a huge 🚩 for me. And I love ping-pong. If a silly perk like this [is] such a relevant part of your benefits package, that says a lot about what the company values, and likely its culture."

A version of this story appeared in Protocol's Workplace newsletter. Sign up here to get it in your inbox three times a week.

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Amazon falls into that category. As Andy Jassy put it at the Code Conference on Wednesday, Amazon doesn’t have a plan to force employees back to the office: “We’re going to proceed adaptively as we learn.”

A version of this story appeared in Protocol's Workplace newsletter. Sign up here to get it in your inbox three times a week.

How to do a background check on a potential employer

If you truly want to gauge a company’s culture before accepting a job offer, you have to become a bit of a sleuth. A journalist, even. Troll Blind and Glassdoor. Browse LinkedIn for current employees who seem trustworthy, or former employees who seem not to have an agenda.

But not everyone has the time to investigate companies in this way. Instead, they may rely on company-sponsored chats with current employees.

  • Ian Royer, a public relations specialist with Amazon Canada, took Amazon up on its “Candid Chats” program that connects candidates with members of employee resource groups.
  • He was on a mission to determine whether he fit with Amazon’s culture. “I am at a point in my career where when I do interviews, I interview for my fit, not the company,” Royer said.
  • Royer spoke with representatives from Amazon’s Black Employee Network and LGBTQ group Glamazon after encouragement from his recruiter. Those conversations ultimately won him over.

Steve McElfresh, founder of HR Futures, said it’s worth it for employers to offer to connect candidates with current employees. The more information, the more helpful to candidates. Still, it’s impossible for company-sponsored candidate-employee chats to be completely candid. Those chats are not entirely trustworthy.

  • “In most cases you’ve got to assume they’re using a stable of people who are prepped and primed to be positive about the company,” McElfresh said. “There’s nothing fundamentally wrong with that, but I think you've got to take it with a grain of salt.”

For those who want to connect with employees on their own, scouring LinkedIn and similar sites might be the best option. Professional platform Candor, a new startup trying to be the “more authentic LinkedIn,” was built with job sleuthing in mind.

  • “Especially in a remote world, it's so hard to figure out and so hard to get to know people and know if that culture fit is going to be there at your next opportunity,” said Candor founder Kelsey Bishop.
  • Candor profiles look kind of like corporate mood boards, with descriptors like “my core values,” “teammates that really inspire me” and “things that motivate me.” Bishop said the service is meant for casual networking, and to help people suss out the working styles of their potential future co-workers.

Bishop added that anonymous platforms can quickly turn toxic, hence Candor’s model with private profiles. But without anonymity, how candid will someone really be?

  • “As a candidate, you have to dig beyond what’s publicly available,” McElfresh said. “I would certainly be looking for more of the anonymous material.”
  • On the other hand, you can’t verify the identity, and therefore validity, of anonymous reviews. “The problem with anonymous material is you get the extremes,” McElfresh said. “You get people who are clearly unhappy, resentful and are almost assuredly overrepresented.”

The most prepared candidates will do all of the above. Just perusing Glassdoor or talking to one company-sponsored employee won’t give you the full picture. You’ve got to really do your research to figure out the fit.

A version of this story appeared in Protocol's Workplace newsletter. Sign up here to get it in your inbox three times a week.

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Government warnings about viral online fads may come too late to be effective. The NyQuil chicken challenge resurfaced in January after starting as a joke on 4chan in 2017.

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A version of this story appeared in Thursday's Source Code. Sign up here to get it in your inbox each morning.

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Bulletins