Ultrahuman "Salary" Reviews

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"Disappointing Recruitment Experience with Valuable Insights Gained" I applied for the Performance Coach position at Ultrahuman in September 2024. Initially, the process seemed well-structured and engaging, but over the span of four months, it turned into an unprofessional and disappointing experience. 1. Initial Communication and Ta sks: On October 10, 2024, I was informed about a three-round interview process. Before the interviews, I was asked to submit a Loom video explaining my background, why I wanted to join Ultrahuman, and a client success story. Additionally, I was provided with a CGM sensor to use for two weeks to familiarize myself with the product. I completed all assigned tasks diligently. 2. Interview Rounds: First Round: A QA task where I answered user questions based on CGM usage and submitted it in PDF format. Second Round: A technical interview with the program lead, which went well<mark style="background-color: #fff5e4;">. Post Second Round: I was introduced to HR, discussed a tentative salary of X LPA, and received a sample salary breakup</mark>. I was informed I would have a final round with a founding team member. 3. Final Round Delay: The final round was scheduled for November 21 but did not take place. Despite multiple follow-ups, the program lead informed me she was waiting on a response from the founding team. On December 13, she mentioned she was going on leave and introduced another team member for updates. 4. Position Change: I was later contacted by the Customer Experience Athlete (CX) team and informed that the Performance Coach position was on hold. They asked if I was open to the CX role. After reviewing the responsibilities and asking clarifying questions, I agreed. The CX role had its own set of challenges (night shifts, public holiday work, and training), but I was willing to adapt. However, after attending the interview with the CX team lead, I was informed via WhatsApp that my profile was not selected. 5. Key Takeaways and Reflections: This entire process spanned four months and left me feeling misled and undervalued. As an exercise physiologist and nutritionist with 8 years of experience (3 in wearables), I felt my time and effort were wasted. On a positive note, I gained an in-depth understanding of Ultrahuman's products, technical and scientific aspects, and insights into CGM data measurement. 6. CGM Insights: Despite the disappointing recruitment experience, I took the opportunity to dive deep into CGM data and its applications. Here are some of the insights I interpreted (How it is being measured): Ultrahuman Metrics: Metabolic Score, Glucose Variability Score, Average Glucose Score, Time in Range Score, Glucose Variability, and Estimated HbA1c. Additional Metrics I Explored: MAGE (Mean Amplitude of Glycemic Excursions): A measure of glucose fluctuation magnitude. Total AUC (Area Under the Curve): Helps in understanding overall glucose exposure. QUICKI (Quantitative Insulin Sensitivity Check Index): Indicates insulin sensitivity. Nocturnal Glucose Trends: Analyzed nighttime glucose stability and variability. These insights highlight my ability to interpret and contextualize CGM data for deeper user insights and engagement. Conclusion: While I respect Ultrahuman's mission, I believe their recruitment process requires significant improvement in terms of communication, respect for candidates' time, and transparency. I hope they address these gaps to ensure a better experience for future applicants....Read More