Lately, we've been talking about why we came from Norway to fix US healthcare. Our CEO Sondre Rasch explains the reliability of European systems, the cutting-edge care of the USA, and how SafetyWing was built to combine them. #Healthcare #HealthInsurance #SafetyWing
SafetyWing
Technology, Information and Internet
Premium health insurance for remote companies and their global teams.
About us
SafetyWing is building the first global safety net for remote companies, remote workers and nomads worldwide. Our products are built and designed by a fully remote team of nomads distributed across three continents. Starting with Nomad Insurance - a travel medical insurance for nomads, and our most recent product, Remote Health - comprehensive health insurance available for remote companies and individuals worldwide. We are building out a product collection of insurance, pension savings and income protection - that in the future will be available as a membership.
- Website
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http://www.safetywing.com
External link for SafetyWing
- Industry
- Technology, Information and Internet
- Company size
- 51-200 employees
- Headquarters
- Remote
- Type
- Privately Held
- Founded
- 2018
- Specialties
- Insurance, Health Insurance, Travel Insurance, Social Safety Net, Global Mobility, and Visas
Products
Locations
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Primary
Get directions
Remote, US
Employees at SafetyWing
Updates
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Another successful SafetyWing Supper Club, this week in NYC 🍎 🏙️ When we began this dinner series in February this year, our goal was to bring together smart, ambitious people leaders in cities around the US in hopes of creating community 💫 After 15 dinners, we have met over 150 brilliant, incredible HR leaders and founders and have learned more than we could have imagined! We are grateful to all our guests this week at Narkara NYC, and a big thanks to our co-host Pebl for a wonderful night ✨🪽 Want to host an HR Supper Club in your city? Comment below and we'll make it happen 🚀 Bradley Previti Janie L. Marshall Hopkins Alexa Lane Juliette Dupré, SPHRi Ana Castillo Daniella Cobb-Holley Fiona Hung Nina Xue, SPHR, SHRM-SCP Ingrid Garcia Joyce "JJ" Jelks Gail Thakarar Lauren Moreno Bianca Spivak, MSc-IOP, SHRM-CP Melissa Bruno⭐Josh Cutler Jourdan P. Arezou Akbarpour Tracy Whitley Margaret R.
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We came to the US with the vision of creating a global safety net, starting with health. Here are two lessons we learned about why health care is so complex. The first: Entering the market as a startup is nearly impossible. Despite already operating global health plans, it took us three serious attempts over five years to launch a US plan. Healthcare is regulated state by state. When entering a market is that difficult, established companies face less pressure to rethink what people have learned to tolerate. The second: The flaws aren’t deliberately designed through incentives from people on the top. There’s another force at work. Every system accumulates new rules and exceptions, trying to solve a specific problem. But every addition makes the whole system harder to navigate. Reversing that complexity requires actively pushing in the opposite direction. When we launched our first product, we had to use an insurance partner’s existing policy document as our starting point. We could make small changes, but we couldn’t rewrite it from scratch. Information was buried, and some exclusions almost undermined the protection it was supposed to provide. We made it a never ending mission to work through the policy. Removing duplications, challenging exclusions, and striving to write in plain English. Now the document is dramatically thinner, and actually possible to read. You can see it here: https://lnkd.in/dQj4z-BD This work isn’t done. We believe a safety net should just work, and that health care complexities shouldn’t be passed on to people seeking care. That’s what we’re striving for, and we’ll never give that up.
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Shared risk is the point of insurance. Legacy health insurers track their most "costly" customers closely, which puts certain companies at a disadvantage. We think that defeats the purpose. Should insurers be allowed to price risk this granularly? #healthcaretransparency #UShealthcare #remotework
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New entrants to the market are the only thing that might change the game for US healthcare. #healthcaretransparency #UShealthcare #pricetransparency #remotework #futureofwork #healthcarecosts #healthcareinnovation #startupjourney
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We have mid-20's team members in major leadership roles on flagship products and massive revenue lines. Here's why 👇
Hot tip: Hire for potential instead of experience One hiring belief I have grown into over the years, is that it's much better to hire young, high-potential people and let them grow inside your organization than to hire people with a ton of experience and a big company resume. The first reason is this: Early in someone's career, the greatest people are still available. There was a point where you could have hired Elon Musk, he tried to get a job at Netscape. But you can't hire him now. If you're only hiring people late in their careers, you're ruling out the highest-output people because they've already achieved greatness by that point, and they arent available. Second reason: Organizations age. They become slow. Rigid. And so you constantly have to fight back against this. A few months ago I remember Paul Graham posted about Airpods now working like a hearing aid, and commenting that this is probably because the people now working at Apple need hearing aids. One way for your organization to stay young, is just to make sure you hire a lot of young people. There are big companies who famously have done this. Both Facebook and Google both recruit mostly from universities, and McKinsey & Goldman Sachs is famous for fully filling their pipeline with student analysts. Disney is another one with their Stay young-program. We've had a lot of success hiring people straight out of high school and growing them inside the company. They are today some of the most exceptional people in SafetyWing. 10/10 would recommend. Expand your internship program, give them real responsibilities and hire the best.