Garner Health Career Growth & Development

What makes your current role a dream job? What do you get to do that you didn’t at other companies? What perks/value-add do you see as the most beneficial?

What I’ve really appreciated about Garner is that I finally feel like I have the space to think. I’ve told my closest confidants that I feel like I’m in the most natural “fit” for the value I bring to the table at Garner. Systems thinking is part of the culture here. We’re not just checking boxes or rushing to ship. We’re expected to ask hard questions, challenge assumptions and actually work through problems. And when ambiguity exists, we spend the time bridging the gap with a systematic solution instead of rushing through the one-off problem.

There’s a level of honesty that’s unique here. People don’t operate in back channels. If something’s off, we talk about it. It’s not always comfortable, but it means we’re solving the real problems, not just managing perception. The mission is actually something we can get behind, not just “corporate speak.” I also get to develop my team in a meaningful way. There’s room to give people stretch opportunities and the support to help them grow into it. That’s been one of the most rewarding parts of the job for me. The greatest perk is that growth-driven mindset in all of the leaders I’ve encountered here.

What do you think helped you land the job? Were you able to bring any special expertise or project experience that Garner Health found valuable?

I think what helps me is my focus on management as a craft rather than a burden. Small things like investing in my remote A/V quality signal that I care about details and excellence. I had a strong track record as a manager, but more than that, I was able to articulate how I think — how I break down systems and problems, how I lead teams through ambiguity, make tradeoffs visible, and forecast the future. That gave Garner confidence for how I’d operate in team contexts.

They were also looking for someone who could build trust quickly across engineering, product and leadership after some tough projects. I’ve seen some tough projects in my time, involving getting people aligned around real constraints and shared goals, consistent processes that don’t bog you down in unnecessary paperwork and a focus on people. I came in with examples of what I would do in these scenarios, and these things just “fit.”

There wasn’t a single “hero project” that sealed it. It was more that my way of working matched what they were trying to build: a thoughtful, accountable culture where growth and performance are the status quo. High performance isn’t about pulling 80-hour weeks — it’s a mindset of excellence.

What do you think helps engineers move up quickly or be the top pick for a competitive employer? What should engineers seek out if they hope to move up or be hired by their “dream” company?

Focus on ownership, responsibility, growth and outcome orientation. Don’t wait on your manager to start the career conversation; no one should care more about your career than you do! Make it clear what your goals are, and ask for feedback on what your leaders and peers think would hold you back from those goals.

Learn to build and cultivate relationships. Most of what people call “politics” (with a glare) is really basic relationship management and trust-building. You don’t have to power play to maintain good relationships.

Be open to the changing industry. Identify the types of work where you work “freely” — that is, find work where you have boundless energy and lose yourself in the flow of the work because it comes naturally or is so enjoyable and engaging. These are areas where you have natural motivation and are more likely to build expertise.

Be a little better than you were yesterday, and do something a little better than the next candidate. Take an extra step. Write the thank you letter, research the company, and understand the terms of the industry. Fix your lighting, make your background interesting, and invest in a slightly better microphone. The details make a difference.