Company details

HEADCOUNT

100-499

ORG TYPE

Startup

SECTOR

Healthcare & Life Sciences

WEBSITE

http://www.qventus.com/

About the company

Qventus sells AI software that automates hospital operations, aiming to reduce administrative burden and improve patient flow across areas like inpatient capacity, perioperative care coordination, and surgical growth. Qventus positions the product as “AI teammates” for care teams, combining real-time data with AI, machine learning, and behavioral science. Recent company updates highlight an “AI Solution Factory” model where health systems co-develop operational AI assistants with Qventus. Qventus has operated for over a decade and serves US health systems.

Locations and presence

Qventus lists Mountain View, California as headquarters and hires many roles as Remote in the United States. Qventus also describes a team spread across 6 countries, with Bay Area presence referenced across public profiles.

Palpable Score

47.0

/ 100

Qventus looks like a solid fit for experienced operators and forward-deployed profiles, but early-career entry points are scarce in current public hiring. Pay visibility and benefits are stronger than the early-career access and progression signals, which keeps the overall score in the middle.

Pillar 1: Early-career access

Score

6.0

/ 20

The company’s publicly listed openings are overwhelmingly senior, including roles titled Senior Software Engineer, Platform Engineering Manager, and Senior or Lead Product Manager.
Qventus posts delivery-facing roles such as Implementation Success Partner and Senior Solution Integrator, but these postings still specify multi-year experience rather than 0–2 year entry routes.
The company does not currently show an internship, apprenticeship, or new graduate pipeline in the live job mix, which sharply limits first-job accessibility.

Pillar 2: Hiring fairness and transparency

Score

10.0

/ 20

The company’s job ads commonly include employer-provided salary ranges (for example Implementation Success Partner and several forward-deployed roles), which helps candidates screen roles without guessing.
Qventus has interview feedback describing multi-stage processes that can include take-home work and presentations, which can be a heavy load for early-career candidates without a clear time-box.
The company’s public interview sentiment is mixed-to-negative overall, with a low positive share reported by candidates, which raises risk around consistency of the candidate experience.

Pillar 3: Learning and support

Score

9.0

/ 20

The company offers concrete growth supports like an annual professional development stipend plus remote-work and wellness stipends, which can help early-career hires build skills on the job.
Qventus describes employee resource groups and structured DEI involvement opportunities, which can provide community and mentoring channels beyond a direct manager relationship.
The company’s role postings available publicly skew senior and do not consistently spell out onboarding, pairing, or manager coaching expectations, so day-to-day early-career support is hard to verify.

Pillar 4: Pay fairness and stability

Score

14.0

/ 20

The company’s benefits page states US healthcare coverage at 90% of medical, dental, and vision premiums for employees and 70%+ for dependents, plus paid parental leave and stock options.
Qventus frequently publishes salary ranges on externally visible listings, including ranges for product, engineering, data, and customer-facing roles, which reduces compensation ambiguity.
The company has some negative public sentiment around pay and advancement, and compensation details are still not consistently shown for every posting channel, which caps confidence in pay fairness.

Pillar 5: Early-career outcomes

Score

8.0

/ 20

The company has mixed employee sentiment on public review sites, with mid-range overall ratings and recurring themes that include limited advancement for some teams.
Qventus also has a “Great Place to Work” certification result published from an earlier period, which is a positive signal but not specific to early-career outcomes or recent cohorts.
The company does not publish early-career outcome measures like time-to-promotion, junior retention over 12–24 months, or intern-to-full-time conversion rates, which prevents a higher score on outcomes.