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Mission and Values

Brave Care’s mission is to help every child reach their full potential.

We strive to do this through impactful pediatric care that’s fueled by empathy, research-driven, grounded in trust, and made more personal with the support of modern technology.

Things we value:

  • By building best-in-class software that reduces complexity, eliminates redundant processes, and streamlines intake so providers can focus on the most important task at hand—thoughtfully caring for kids. Leveraging modern technology enables personal interactions between families and our care team.
  • By helping families collect and synthesize information about their little ones’ health through primary care, urgent care, our mobile app, and our 24/7 nurse line, we can provide big picture summaries that help them make informed decisions, and take further action when necessary.
  • Careful collection of this information over time could lead to future research partnerships that get to the bottom of why certain illnesses occur. It could improve the health and lives of millions of children—maybe even save lives.
  • Providing exceptional care that’s inclusive and accessible to all—no matter the family’s socioeconomic status, geographic location, abilities, religion, political affiliations, or personal beliefs.
  • Being responsible and diligent when it comes to profits and revenue, but always honoring our most important stakeholders—the little ones and the people who care for them.

Brave Care Guiding Principles:

  • Deeply empathize.
  • Do more than you're asked.
  • Be your best you.
  • Make every interaction count.
  • Advocate for others.
  • Act with integrity.
  • Create joy.
  • Take care of each other.

Team

76% of leadership roles at Brave Care are held by women.

Our team is just over 115 and we plan to add 50 more team members over the course of the year. We are hiring for both medical roles (like RNs) and traditional startup roles (like engineers). We have clinics in Portland, Austin, and Fayetville and are hiring remote (U.S.) team members as well.

We communicate over Email, Slack, Asana, Zendesk, and Lattice. We also hold recurring team and department level meetings, have quarterly all hands, and highly encourage all managers to have consistent weekly 1-1s with individual team members.

During team meetings and morning huddles, we encourage fun icebreaker games as a way to get to know each other. We have fun Slack channels so people can connect on things outside of work, such as watercooler, fur babies, motivation, new hires, daily songs, and out-of-context quotes. Additionally, we highly encourage celebrations - we allow teams to celebrate all wins in a way that is best suited for that team whether it’s online, via travel to new clinic, or holiday events.

Our talent strategies align with our business strategies to ensure that we are identifying top talent that will hold true to our mission and values. In turn, this drives our culture to make us unique. Our goal at Brave Care is to ensure the success of every team member. That means we support each other, set clear expectations, and communicate clearly. We continue to iterate on the way we work together to set up everyone for success.

Work/Life Balance

We were sick of the status quo in healthcare. That's why our team is building Brave Care to provide the best care and experience for children and parents. That means rethinking every part of the process and challenging how things have been done in the past.We were also sick of the status quo in startups when it comes to Work/Life balance. Collectively we have worked at a lot of startups and have seen the good and the bad. We want Brave Care to be our dream job. To do this we are rethinking a lot of things startups normally do.We want to make sure our team is taking care of themselves. We know startups take years to build, and we want people to be around for the long haul. As Brave Care continues to grow, it’s imperative that we create inclusive team environments to ensure effective productivity and innovations. We offer generous time-off policies and encourage use throughout the year. We also ask managers to lead by example by utilizing their time off, not working on weekends or late into the evenings. If that time is required by a manager, we encourage them to set emails to be sent during normal business hours of the recipient. This ensures that the recipient doesn’t feel obligated to read and respond immediately.

Brave Care understands that as we continue to span across the nation, work will not happen at the same time for everyone. And to ensure that we are communicating and collaborating, we utilize multiple tools to encourage asynchronous communication.

Benefits and Perks

Total Rewards package includes:

  • Competitive salary plus equity
  • 100% employer paid family healthcare coverage including medical, dental, vision, life & disability insurances
  • Paid Parental Leave (3 months)
  • 401k
  • 4 weeks paid vacation
  • 2 weeks paid sick leave
  • 11 holidays + 2 floating holidays
  • End of year holiday break from December 24 -31
  • $100 monthly Wellness allowance
  • Professional Development allowance

Performance Evaluations

Leading teams is challenging and rewarding. At Brave Care, we are continuously working to establish clear expectations with measurable OKRs to evaluate performance. The goal is to ensure that business objectives are understood and attainable by our team members. Our leaders are committed to defining career pathing that will support the growth and development of each team member.

HR

The People Ops team mission is to be a champion of Brave Care’s inclusive culture and values. We do this through strategic partnerships, supporting the goals of the business, and fostering the right environment to bring the best version of you. We train our managers on how to have crucial conversations. When disputes arise that require support, the People Ops team is available to coach and guide through those situations.

Interview Process

Brave Care is growing fast and we have established hiring practices that align with the business needs and an exceptional candidate experience. Each department has a unique process to support the hiring team.

Our engineering team, for example, is set up with:

  • initial resume review
  • phone screen
  • interview with our Engineering Manager and/or CTO to describe team structure/environment
  • take-home activity
  • final team panel interview

These processes allow for candidates to understand our team’s cultures and set expectations early. This is all coupled with great recruiting efforts to ensure timely scheduling of interviews and constant communication throughout the processes.



Open positions at Brave Care