Millennials at Auris Health, Inc.
Work life balance, mentorship & professional development, and perks & benefits are all important to the millennial.
Work Life Balance & Community Outreach at Auris Health, Inc.
Millennials working at Auris Health, Inc. and everywhere else are striving for a balanced life. At Auris Health, Inc., the majority of employees are satisfied with their work life balance. The average Auris Health, Inc. employee receives unlimited paid days off per year, and socializes with their peers once a month outside of work. See what employees at Auris Health, Inc. think about their work life balance.
Mentorship and Professional Growth for Millennials at Auris Health, Inc.
Within San Francisco, 33% of millennials shared they have a mentor. At Auris Health, Inc., 100% of millennials say they receive mentorship, which leads to the assumption that Auris Health, Inc. is a great place to work for millennials focused on their professional growth. See what employees think about mentorship and professional growth at Auris Health, Inc..
Sentiment Toward Perks & Benefits at Auris Health, Inc.
Employees at Auris Health, Inc. have ranked their perks and benefits in the Bottom 10% of companies within San Francisco and in the Bottom 10% of similarly-sized companies on Comparably. When asked to estimate how much employees think Auris Health, Inc. spends on their benefits, the most common answer selected is $500 -$1000/mo. Learn about perks & benefits at Auris Health, Inc..
Retaining Millennials at Auris Health, Inc.
It’s difficult to retain a millennial, and all three aforementioned sections listed bear importance. To recap, Auris Health, Inc. employees rate their work life balance a C. They do not think highly of Auris Health, Inc. professional growth opportunities. Employees have graded Auris Health, Inc. perks and benefits a D-. These ratings and reviews lead us to conclude that Auris Health, Inc. is a suitable company for the millennial workforce. Learn more about Auris Health, Inc. efforts to retain employees.
