![]() Now Alan is signing up companies with as many as 8,000 employees. (Companies have to provide health insurance to their employees in France.) Then requests to join started flowing in from self-employed people. When Alan launched its mobile app in October 2016, its first customers were startups. It’s a €50bn market but has, like many industries, seen little innovation and in many cases remains clunky for users.īefore Alan, the last company to receive a health insurance licence in the country was in 1986, says Samuelian (a favourite fact at Alan). In France, 96% of the population have private health insurance. “Financing health is always going to be there, you will always want to be reimbursed - while telemedicine, it’s really nice to have but it’s not the number one feature you want.” “Health insurance is at the very middle of the care system - we interact with the end user, we interact with the doctor and we interact with the hospital,” says Samuelian. There are several other well-funded companies with a similar mission - namely digital doctor and telemedicine companies Babylon, Ada Health and Kry - although none are taking Alan’s approach of tackling health insurance first. It’s not the only European startup with that goal. “In 10 years, 20 years, we think we will be the only app you use for your health,” says Samuelian. The only health app you needĪlan has a rather ambitious vision. ![]() Its signed annual recurring revenue grew 250%, from €20.1m to €50.5m, it hit an NPS (net promoter score) of 70 and it joined government agency French Tech’s Next40, a programme for the country’s most promising startups. Īnd it seems to be working out nicely for Alan: the health insurance business acquired 41,000 new users last year (reaching 66,000 in total) and onboarded 2,482 new companies. This addiction to transparency goes so far that even the annual shareholder update is posted on Alan’s blog. ![]() There are no meetings, every employee can see what everyone else earns, all decisions are written down and there’s a super rigorous hiring process. No meetingsĪt just four years old Alan already has a distinctive (and deliberate) company culture. It’s far from the only thing Alan employees do which might seem a little… unusual.
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