Ultrahuman Head Supply Chain Management salaries in India

Likes

Decent fixed salary ( at par with paymasters for any role). If people can remain motivated for extended periods of time and work at >200% efficiency, then this is a good place as pay is good and you’ll get new, interesting and different problems to solve.

Dislikes

No wlb, toxic work culture, micromanagement, upper management feels that since they are paying employees, employees should be giving in atleast 200x or get fired. Flat hierarchy- no promotions.

Likes

Nothing to say!

Dislikes

...mat. Second Round: A technical interview with the program lead, which went well. Post Second Round: I was introduced to HR, discussed a tentative salary of X LPA, and received a sample salary breakup. 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.

Likes

1.The management 2 The kindness 3.Identify the talent in a person

Dislikes

Nothing to dislike in ultrahuman If there is anything to dislike is ourself because if we work hard then everything will be good 👍