Vault’s Verdict

Chartis offers an opportunity to do truly meaningful work across the healthcare sector in an environment marked by professionalism, supportive colleagues, and a leadership team that is invested in the development and personal growth of the entire organization.

That sense of care shines through in the firm’s commitment to work-life balance, with insiders noting a culture of respect for personal time, flexibility in work schedules, and support for remote work. If there’s a downside, it’s around expectations related to career progression, which can lack clarity, particularly for those aspiring to senior roles. While training and mentorship programs are in place, insiders suggest that there's room for more targeted development initiatives.

In terms of business outlook, Chartis maintains a positive trajectory, benefiting from its specialization in healthcare and “believe in better” mindset. The firm's ongoing commitment to client service, organic growth, and growth through acquisition, and expansion into new areas of expertise signal a strong future, even as it navigates the challenges of a rapidly evolving industry. 

Employee Reviews

Firm Culture

• “A lot of firms, companies, and employers talk about culture and have visions and missions that align with your values, but so many of them don't live up to it. The Chartis Group lives up to it!”
• “Chartis' level of professionalism is top-notch. This is reflected in our team members as well as quality of work with clients.”
• “Healthy and vibrant corporate culture with good people who are genuinely committed to doing good and important work.”
• “Leadership and senior partners are invested in the client delivery work and junior members’ career development.”
• “We have a group of individuals that know how to get things done and are up for the challenge of solving tomorrow's problems, today.”

Quality of Life

• “Balanced amount of travel, great work/life balance, very easy to take time off. A lot of autonomy and ownership of my time and work. No pressure to overwork or travel when I don't want to.”
• “My firm supports a good work/life balance. They promote taking time off. I have never had an issue with time being approved, even for late notice requests that sometimes happen.”
• “Respect for work/life balance including realistic expectations for work hours per day, good vacation and PTO policies and good culture to support quality of life.”
• “The firm is really committed to making hybrid scenarios work, which is better for the team and clients (saves them money and gets more productive non-travel time with team). At the same time, good emphasis on figuring out ways to connect—virtually and in real life—distributed team members.”
• “We work hard during business hours, but we have a healthy respect for our quality of life. Leaders don't send emails on nights and weekends, and they don't expect people to work off hours or travel extensively. It's easy to take time off, and folks feel comfortable carving out time as needed for personal obligations.”

Compensation

• “Best aspect: The salary and bonus seem fair and consistent. Worst aspect: There is a discrepancy in salary and bonus between very similar roles in different practice areas.”
• “Compensation is very fair and competitive. Medical, dental, and vision benefits are more expensive than peer organizations. 401(k) match is lower than most organizations.”
• “My firm's compensation package is well-rounded, including salary, health benefits with low employee contribution, a high 401(k) % match, internet/cell phone reimbursement, and quarterly wellness reimbursement.”
• “The compensation is generally competitive internally, although there are variances by practice. The firm has also made efforts to be more transparent about pay bands and compensation by including this information in job postings online. For practices or groups acquired by Chartis, they actively work to 'right-size' compensation in comparison to the rest of the firm over a period of time. The firm may not be as competitive compared to other consulting firms; however, that may have to do with our specific focus on healthcare.”
• “Very happy with my salary progression over one year. Annual increase, as well as firmwide market increases. Generally lower than some competitors, but still great compensation and bonus opportunity. Could see some value in increased base salary and slightly lower bonus (due to the higher tax on bonuses). This year, there was an increase in the lifestyle/wellbeing reimbursement opportunity in terms of the amount and items/activities eligible for reimbursement. I really appreciate that we do not have corporate credit cards. I can use my personal credit cards for expenses and get reimbursed/keep my credit card points and benefits.”

Career Development

• “A lot of opportunity for a small firm. Would like there to be a few more formal, live trainings offered for consultant-level employees.”
• “At Chartis we are offered extensive opportunities for career development. We focus on supporting a strong culture of inclusivity and diversity and actively encourage open and honest dialogue among all of our colleagues.”
• “Career development opportunities and formal programs for junior employees are well structured. Path to partner is vaguer and more undefined.”
• “My firm assists individuals with career advancement, but also respects those who want to continue with similar consulting roles. I have worked in the healthcare industry for nearly 25 years and I know how to keep up on evolving regulations and don't require employer-led training. Although, I do appreciate that there is training for those who need it or are just starting their career.”
• “There is sometimes uncertainty as to whether the experience you gain within a review cycle is relevant or applicable to your development goals. There could be more intentional project assignments to help support staff development goals and promotion and prevent stagnation and burnout.”

Community Engagement

• “A lot of effort is spent recruiting consultants of diverse background, which is great. Less effort seems to be made around retaining and promoting diverse colleagues.”
• “Chartis acquired a firm to both infuse DEI into our work and into our internal culture, which shows a commitment to DEI. We have had interactive sessions at every work event around DEI, which I have found to be unique compared to other firms I've worked at.”
• “Extensive focus and commitment on DEI, antiracism, and diversity. Recently established the Chartis Center for Health Equity & Belonging and appointed a Chief Health Equity Officer. Exciting and promising agenda that connects our firm's mission of health equity to our internal culture and practices.”
• “My firm promotes DE&I initiatives by providing education and small group discussions. I feel like we all have equal access to the same work and promotion opportunities.”
• “While the firm has many women overall, within the Strategy practice they are scarce. It is quite stark how many depart after reaching mid-management, as the culture and work-life balance do not allow for raising children or creating a welcoming workplace for mothers. This is quite different than in other practices, where there are plenty of mothers and women.”

Business Outlook

• “A wide variety of work is being sold, with numerous strategy and implementation projects occurring simultaneously. There seems to be no slowing down with client requests for work.
  Despite a high volume of client work, the firm still commits to developing thought leadership and values innovative thinking.”
• “Best aspect: We seem to be meeting our revenue goals ahead of schedule, which enables confidence in our business outlook.
  Worst aspect: Morale is hard to measure in a remote/hybrid environment. When in-person and given opportunities to discuss pain points, the conversations seem pretty negative and I believe that doesn't help morale.”
• “Healthcare continues to expand, and we provide an essential service, in addition our continued expansion into other related areas of expertise through mergers, provides security.”
• “We are always highly ranked by our clients and we deliver great work, so my firm's business outlook is pretty good.”
• “While the healthcare industry is facing challenges for a variety of reasons, this positions Chartis to support and problem-solve for our clients. Much of our work is performance-focused, and we ensure there is an ROI associated with the work we do to serve our clients well.
  There are other aspects of the industry, such as health insurance companies, that are perhaps less receptive to consultants at this time. This has impacted employee morale for staff that serve these clients and creates uncertainty for job security.”

Hiring Process

• “Consultants will go through two first round case interviews. In the second round, candidates will receive a case interview, an analytic case interview, and a behavioral interview. Ideal candidate is able to demonstrate critical thinking skills, appears coachable, and is passionate about healthcare.“
• “Good educational background with strong communication and presentation skills.”
• “Interview process was quick and transparent. I knew what to expect in the various interviews, and the turnaround time was ideal. I went through campus recruiting through my school so had the opportunity to meet several colleagues (both consultants and partner-level) throughout the process, and the firm was good about outreach to drive yield.”
• “The ideal candidate is a critical thinker who has an ability to be a motivated self-starter who carries an open-minded learning mindset.”
• “Very standardized and efficient interview process. Recruiting lets candidates know very shortly after interviews of decisions and next steps. Ideal candidate is a high-performing problem-solver that is mission-driven to materially improve healthcare.”

Interview Questions

• “Behavioral interviews: team collaboration, people development, conflict resolution, feedback receptiveness, and response. Case interviews: Market sizing, profitability, revenue growth.”
• “Candidates are asked to prepare an advisory presentation on a topic of their choosing to present to a panel as part of the recruiting process. During this panel interview, we are looking at level of comfort, presentation style, ability to engage the audience, and other soft consulting skills.”
• “For senior-level consultants there is a panel interview that includes the senior partners. The candidate is asked to develop and present something from their existing experience. They are evaluated on presentations skills, presence, presentation content, story construction, and overall message.”
• “Tell me about a time your approach to solving a problem differed from your counterpart and how you resolved it.”
• “What do you see as the most compelling changes impacting health care organizations? How have you individually helped drive/achieve improvement during a client engagement? Why are you interested in a consulting role working with health systems (versus technology, other business)?”