Our Culture
We don't just describe
our culture.
We live it, every day.
A set of commitments we make to each other and actually live by. Designed on purpose. Held by everyone. Revisited together.
A word from our founder
I’ve been the employee who refused to coast. The mentor who watched people grow into leaders I’m proud of. All of that is in the DNA of how we built Magic Health.
I know what it feels like when an environment holds you back, and I know what it feels like when it doesn’t.
We’re building the second kind of place.
– Santosh Dave, Founder & CEO
People want to do great work. The environment is either helping them or getting in the way.
That’s the belief at the center of everything at Magic Health.
When someone isn't growing or performing, the answer is almost never the person. It's usually what's around them, unclear expectations, feedback that arrives too late to matter, a culture where being honest carries too much risk.
Our approach is direct: coach well, set clear expectations, give honest feedback often, and help every person here exceed what they thought was possible, not just meet a bar someone else set for them.
Leadership does this first. And the whole team holds leadership to it. That's not a nice sentiment; it's a standard we hold ourselves to.
What this looks like in practice.
Five principles, not as rules, but as the specific ways this culture shows up in real conversations, real feedback, and real decisions.
01
When something goes wrong, we talk about it. Not around it.
Transparency here means the full picture, the wins and the mistakes, the decisions that worked and the ones that didn’t. Saying “I don’t know” is a complete answer. What’s not acceptable is knowing something’s off and staying quiet about it. Honesty, even when uncomfortable, is how trust actually gets built.
02
Everyone holds everyone — including the CEO.
Accountability isn’t a management tool here. It runs in every direction. If a teammate misses a commitment, say so. If leadership does say that too. No title changes this standard. If anything, leadership is held to it first and most visibly.
03
Ask yourself every day: am I becoming better?
Not just better at the job — better as a thinker, as a professional, as a person. We create the environment and the coaching. You bring the ownership. The people who leave Magic Health should look back and feel they genuinely became something while they were here.
04
Your title changes what you do. It doesn’t change how you’re treated.
Every person here from day one, at every level receives the same respect. That’s not aspirational language. It’s the baseline, and it never moves depending on who’s in the room or what’s on someone’s business card.
05
Be in the room. Actually in it.
Don’t wait for someone else to raise the issue. Don’t minimize what you built. Bring your perspective, push back when something’s off, and take real pride in your contribution. Active engagement isn’t a culture buzzword here, it’s genuinely how the team gets better.
Eight things we live by.
High performance and genuine care for each other aren’t in conflict. We’re building a team that’s excellent and that actually looks out for one another.
Every part of this culture was debated and decided together not handed down from above.
Not a reward. Not something earned over time. You walk in with it on day one and it never changes.
A team that can handle honest information can handle anything. We share what's true, not just what's easy.
Not just your craft your thinking, your character, how you move through hard problems.
It runs upward as much as it runs down. The bar is the same regardless of who you're talking to.
Speak up. Push back. Take pride in what you build. Your presence should mean something.
Excellence and care aren't in conflict. We're aiming to be an A+ team that genuinely has each other's back.
We revisit this together every few months. You're not inheriting something fixed you're part of shaping it.