GLP Winner is changing US healthcare by making life-saving treatments more affordable and accessible. We help consumers navigate the crowded market for GLP-1 providers with transparent pricing, sourcing, and reviews. We help people get insurance coverage of their medication as well as bypass traditional US healthcare with direct-to-consumer cash-pay options. We are VC funded, profitable, and growing a team that can change healthcare.
Team members will be expected to have a high amount of autonomy, tactical ownership, and wear a lot of different hats to solve problems. You will be expected to learn new skills and rapidly experiment with multiple solutions to problems. You may be handed half-finished concepts with the expectation of getting them to the finish line. If you’ve only worked at 500+ person companies before, you may not be a good fit unless you’re willing to rapidly learn new things and are open to change.
Our industry is extremely competitive and fast moving. Week to week things change and we expect you to adapt with us. If nothing else, we can absolutely promise you adventure.
Our best team members care passionately about how broken US healthcare is. They are constantly learning new things and improving their craft, but they aren’t true perfectionists because they ship their work constantly.
They understand how important GLP-1s are for the healthcare of millions of people in the United States. Sometimes they have used GLP-1s themselves or have family and friends who have been impacted by access to medication or the US healthcare system.
Given we are in a highly competitive and regulated industry, we need people who are detail oriented when it matters and willing to rapidly iterate and test where things are flexible. We don’t compromise on trust with patients or our partners - focusing on what is important is non-negotiable.
We operate a 24/7 service. Life happens 24/7. While we don’t expect you to be working 24/7, occasionally, situations may require your attention. Learn when that is needed and triage. If 15 min of work on a Saturday means we can ship a fix 48 hours earlier, it’s worth it. If there is a crisis that will impact something critical, we expect you to raise the alarm.
We embody a lot of what makes startups and small businesses great. Everyone does whatever needs to be done to get our product where it needs to be. We don’t want to hear that something is not your job. We don’t want to hear that fixing a small detail is beneath you. (However, if you’re not being compensated for the level of work you’re doing we can have a conversation.)
To keep our team small and efficient we expect everyone to wear many hats. Before hiring new team members we try to tackle things with our existing team. Everyone needs to be directly contributing to either critical business needs or something that will impact revenue. We try to reward this with bonuses that are sometimes a percentage of revenue performance with key teams or contributors.
While there is an expectation that everyone is constantly learning new things, it’s important to identify if this is obviously in someone else’s wheelhouse and ask for help. If it’s a problem no one has solved before (very common) and it’s important enough to escalate then please bring it up. Come with context and potential solutions, though. If it’s a small problem let us know how you solved it.
At our current size we value people who can solve problems and drive value on their own, while sharing progress, soliciting feedback, and keeping the team informed on the process. When you have ideas that will drive value for the business if you can primarily execute everything without additional resources or costs - we are excited.
We use slack a lot, as well as other tools. Our goal is to work openly and discuss work and issues openly in slack channels. If there is not a reason for a meeting to be private we may hold them in open slack huddles. This helps to give transparency into what is happening but also keeps information from being siloed or limited. Don’t DM someone about a question when you could ask in an open channel. It will be easy for someone in the future to find and answer the same question if we’re all speaking openly.
We expect people to share work early and often, not just when it’s in a polished state. This helps us keep alignment on the execution goals and make a culture of sharing imperfect ideas, which improves creativity. If we see someone is way off base with the work they’re doing we would rather get on the same page after 1 day of work and not 10. This helps us be more efficient and collaborative and prevents people from getting too emotionally attached to projects that aren’t on the right track.