In this episode of Culture Uncovered, Jena Dunay sits down with Chloe Drew, Chief People Officer at Redox, to explore what it takes to build a thriving remote-first culture while helping power the healthcare ecosystem behind the scenes.
Chloe shares Redox's journey from a startup founded by former Epic employees into a leading health data interoperability platform that enables healthcare organizations to securely exchange critical information. She also discusses how the company has maintained its people-first philosophy while scaling, why humility and customer obsession are central to the culture, and what makes Redox's remote model successful.
They also discuss the challenges of growing a distributed organization, the importance of internal mobility, lessons learned from executive hiring, and the qualities that help employees thrive in a fast-moving, highly collaborative environment.
What You'll Learn
How Redox became the "plumbing and piping" behind healthcare data exchange and why interoperability matters for the future of healthcare.
What it takes to build and sustain a strong culture in a fully remote company spanning more than 25 states.
Why Redox's values refresh was a company-wide effort—and how employee ownership helped shape the next chapter of the culture.
How internal mobility creates career growth opportunities even without a large formal learning and development program.
The traits that help employees thrive at Redox, including curiosity, humility, accountability, and comfort with ambiguity.
Guest Highlights
Industry: Healthcare Technology / Health Data Interoperability
Founded: 2012
Employees: ~130
Funding Stage: Series D
Work Model: Fully remote with employees across 26+ states
Headquarters Roots: Madison, Wisconsin
Mission: Simplifying and accelerating healthcare data exchange across the healthcare ecosystem
Unique Perks & Programs
Fully Remote by Design — Remote-first since before COVID, allowing employees to live and work where they thrive while accessing talent nationwide.
Flexible Time Off — Open PTO philosophy built on trust, with leaders actively encouraging employees to recharge.
Six-Week Paid Sabbatical — Employees receive a six-week sabbatical every five years to rest, reset, and return refreshed.
Strong Internal Mobility Culture — Every role is posted internally, and employees are encouraged to explore new functions and career paths.
Company-Wide Values Refresh — Employees at every level participated in redefining Redox's core values, creating shared ownership of culture.
Regular In-Person Connection Opportunities — Team gatherings, customer events, executive offsites, and company-wide retreats help maintain strong relationships in a remote environment.
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