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  #1  
Old 12-08-2009, 09:05 PM
Anonymous
 
Posts: n/a
Arms Diatherix Labs

Hey Fools are'nt we on your radar? We are out performing you in many areas of the country and are ready to take over! You don't have a Tem-PCR test and cannot compete! Oh, nice H1N1 turnaround. Your customer service levels are superior?! You can't even detect coinfecitons nor can you give antibiotic resistance with next day results. What gives? Guess I'll have to wait 4-5 days for your answer cuz that's how long you get back to your docs...and odn't forget about the hospital market, we're invading that space too!
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  #2  
Old 12-16-2009, 02:34 AM
Anonymous
 
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Default Re: Diatherix Labs

I got a call from a recruiter working for Diatherix. Can you give me any info: Do reps stay? What are guys making? Hows management? Thanks in advance for any info.
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  #3  
Old 12-16-2009, 11:28 AM
Anonymous
 
Posts: n/a
Default Re: Diatherix Labs

Quote:
Originally Posted by Anonymous View Post
I got a call from a recruiter working for Diatherix. Can you give me any info: Do reps stay? What are guys making? Hows management? Thanks in advance for any info.
Now that's funny.
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  #4  
Old 02-05-2010, 05:06 PM
Anonymous
 
Posts: n/a
Default Re: Diatherix Labs

since they are all independent reps, wouldn't it be a good idea for us to pick up their line? it's pretty easy work and the docs love it from what I've heard.
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  #5  
Old 03-29-2010, 03:40 PM
Anonymous
 
Posts: n/a
Default Diatherix Labs

so... whats the new story with Diatherix? Some interesting things are going down....
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  #6  
Old 04-07-2010, 06:48 PM
Anonymous
 
Posts: n/a
Default Re: Diatherix Labs

Well, I can shed just a little light...I don't know much as I didn't work for them very long...

Diatherix contracted with another company (DNA - Diagnostix National Alliance...or something like that) for their sales force (though there were/are not many of them)...then Geneosis contracted with DNA to provide some more sales muscle. The contract between DNA and Gene has expired and ended. It looked like Gene wanted to go direct with Diatherix to get out from having a middle man so to speak... my understanding was that DNA's contract with Diatherix would expire soon too and thus Geneosis would be able to do that.

At this point it does not look like the Diatherix - Geneosis thing is going to happen which is unfortunate as the Gene guys were/are very dedicated to Diatherix and the technology.

I am not sure if DNA is going to keep providing sales calls for Diatherix or not, but I really enjoyed the gig and was just really getting rolling in territory with offices...hope it works out that I am selling the Diatherix services again soon via any sales team.

Oh, it was 100% commission and no benefits...5% on each sale...2.5% up front 2.5% after payment from insurer or client/patient.
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  #7  
Old 04-08-2010, 04:58 PM
Anonymous
 
Posts: n/a
Default Re: Diatherix Labs

good post... and thanks. i worked for them for about 7 months and was kickin ass... just wanted to see what other people thought.
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  #8  
Old 09-14-2010, 01:16 PM
Anonymous
 
Posts: n/a
Default Re: Diatherix Labs

Quote:
Originally Posted by Anonymous View Post
I got a call from a recruiter working for Diatherix. Can you give me any info: Do reps stay? What are guys making? Hows management? Thanks in advance for any info.
Guys, these guys at Diatherix are turn and burn type of guys. They hire you for your contacts and then fire you after a couple of months of getting your docs on board so they don't have to pay you any furthur. They just let 4 guys go after 3 months with no warning and have a history of doing the same thing over and over again. Stay away from this small time operation.
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  #9  
Old 01-07-2012, 04:40 PM
Anonymous
 
Posts: n/a
Default Re: Diatherix Labs

I heard that Diatherix is beginning to expand the sales force. Does anyone have any insight into the company that is post 2010.
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  #10  
Old 01-07-2012, 06:06 PM
Anonymous
 
Posts: n/a
Default Re: Diatherix Labs

Quote:
Originally Posted by Anonymous View Post
I heard that Diatherix is beginning to expand the sales force. Does anyone have any insight into the company that is post 2010.
Why do you care since you would not make it there either.
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  #11  
Old 01-07-2012, 07:30 PM
Anonymous
 
Posts: n/a
Arrow Re: Diatherix Labs

Now that is funny! How do you even know that poster or their qualifications. Are you having a bad day. LMAO. Take a "chill pill" and go out with your significant other.
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  #12  
Old 01-15-2012, 11:28 AM
Anonymous
 
Posts: n/a
Default Re: Diatherix Labs

Quote:
Originally Posted by Anonymous View Post
I heard that Diatherix is beginning to expand the sales force. Does anyone have any insight into the company that is post 2010.
Heard the same thing. I spoke to one of their reps who loves working for them..has been with the company for almost 2 years.
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  #13  
Old 01-18-2012, 11:25 PM
Anonymous
 
Posts: n/a
Default Re: Diatherix Labs

Diatherix is contracted with Quest Oklahoma. Heard the reimbursement is shitty at best.
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  #14  
Old 02-21-2012, 10:54 PM
Anonymous
 
Posts: n/a
Default Re: Diatherix Labs

looks like they are going to hire a few reps...are they going to bring people in higher than a 60k base, glad im in research and not sales
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  #15  
Old 02-23-2012, 07:37 AM
Anonymous
 
Posts: n/a
Default Re: Diatherix Labs

Quote:
Originally Posted by Anonymous View Post
looks like they are going to hire a few reps...are they going to bring people in higher than a 60k base, glad im in research and not sales
No everyone comes in at 60k. Just wondering what bonus really looks like for most reps.
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  #16  
Old 02-26-2012, 08:40 AM
Anonymous
 
Posts: n/a
Default Re: Diatherix Labs

Only 60k base? Is there a big bonus/commission potential? I would think this would pay like a specialty pharma gig?

On another note, do you think they are here to stay, or will they sell out to Quest or the like sometime soon? Thanks for any insight.
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  #17  
Old 09-20-2013, 12:29 PM
Anonymous
 
Posts: n/a
Default Re: Diatherix Labs

The Diatherix ship appears to be sinking rapidly.
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  #18  
Old 09-21-2013, 12:13 AM
Anonymous
 
Posts: n/a
Default Re: Diatherix Labs

Quote:
Originally Posted by Anonymous View Post
Now that's funny.
Unfortunately its not funny, the "new quest" has destroyed any chance of success, our services are so bad I won't even go to one of our psc, leadership is nonexistent, moral is so low its beyond repair. I never thought I would even consider working for lab corp but now, its a viable option, they pay better, they have qualified leadership and they are kicking our asses so why not consider another lab to work for? Its your life it should have quality.
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  #19  
Old 09-21-2013, 05:10 PM
Anonymous
 
Posts: n/a
Default Re: Diatherix Labs

If you can get a job with them for more pay then absolutely go work for them.
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  #20  
Old 09-21-2013, 11:54 PM
Anonymous
 
Posts: n/a
Default Re: Diatherix Labs

Quote:
Originally Posted by Anonymous View Post
If you can get a job with them for more pay then absolutely go work for them.
That is the sad part people don't leave for money they leave for lack of job satisfaction and lack of leadership we have both so I agree if the competition is offering both venues then taken it everyone that has left quest has never regretted it,
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  #21  
Old 10-03-2013, 11:40 AM
Anonymous
 
Posts: n/a
Default Re: Diatherix Labs

Does anyone know anything about this new VP of sales for Diatherix?
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  #22  
Old 10-15-2013, 05:52 PM
Anonymous
 
Posts: n/a
Banghead Re: Diatherix Labs

I heard she has been a medical device rep and sold Diatherix as a DNA rep for one year. No experience leading a sales force. WTF?
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  #23  
Old 10-15-2013, 08:20 PM
Anonymous
 
Posts: n/a
Default Re: Diatherix Labs

I heard she was hot
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  #24  
Old 11-15-2013, 08:56 AM
Anonymous
 
Posts: n/a
Default Re: Diatherix Labs

How many times has Denny said we will never do anything even bordering on crossing the lines legally because "he doesn't look good in stripes"? Now we find out he was willfully and knowingly using the Luminex technology without a license and we are being sued for millions! How can the board of directors possibly allow him and Randall to continue leading the company? They should both be fired immediately!
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  #25  
Old 11-19-2013, 05:56 PM
Anonymous
 
Posts: n/a
Thumbs up Re: Diatherix Labs

FUCK YEAH!
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  #26  
Old 11-21-2013, 11:10 PM
Anonymous
 
Posts: n/a
Default Re: Diatherix Labs

So who wants to hook up at the next meeting?
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  #27  
Old 12-13-2013, 01:47 PM
Anonymous
 
Posts: n/a
Default Re: Diatherix Labs

Another lawsuit may be pending.
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  #28  
Old 12-18-2013, 09:13 AM
Anonymous
 
Posts: n/a
Wink Re: Diatherix Labs

Quote:
Originally Posted by Anonymous View Post
So who wants to hook up at the next meeting?
Me me!
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  #29  
Old 01-18-2014, 02:08 PM
Anonymous
 
Posts: n/a
Banghead Re: Diatherix Labs

Here are 10 signs of a fear-based workplace. If you're the person in charge of a shop, pay attention:

1. Appearances are everything. When employees are preoccupied with staying in the office later in the evening than the boss does, fear is king. When people worry less about the quality of their work than about how they're perceived by managers higher up the chain, you've got fear.

2. Everyone one is talking about who's rising and who's falling. When a daily focus of office conversation is the discussion of whose stock is rising and whose is falling in the company's internal stock index, you've got a fear infestation. A preoccupation with status and political capital is a sure sign that stakeholders' best interests have taken a back seat to me-first, fear-based behaviors.

3. Distrust reigns. Would this be your knife in my back? When your employees have to stop and ask themselves, "Is it safe to tell Marybeth my idea?" you have a fear problem in your organization. Workplaces where people steal one another's intellectual capital are places where trust is subordinate to fear (if trust exists at all). If your business is one where backstabbers thrive, ditto. In a healthier shop, people would be comfortable rising up in protest against a backstabbing colleague, and the paradigm "I win when you lose" would be quickly nipped in the bud.

4. Numbers rule. Sensible performance goals help people understand what's important. An obsession with metrics, daily, weekly, and hourly, and a world view that says an employee is the sum of his numeric goals, are signs of a fear-based culture. Why? A healthy organization builds performance goals into its leadership framework, but the metrics don't equal the framework. When management views people as complex, creative, multifaceted value producers and considers metrics as just one element of a well-rounded leadership program, you can beat the fear back to a tolerable level.

5. And rules number in the thousands. Maybe the most stereotypical yet valid sign of a fear-based workplace is an overdependence on policies in place of smart hiring and common sense. These organizations fear their own employees' instinctive reactions to everyday circumstances (the need to book a business trip, order a stapler, or schedule a vacation day), so they install lengthy, tedious policies to keep employees from thinking independently. A need to tout the trust and openness in the organization constantly can be another red flag. As my friend Marla says, "The more an employer drones on and on in the handbook and other employee materials about trust, the less trusting they are."

6. Management considers lateral communication suspect. My brother worked for a major electronics manufacturer. One day, stopping in the office just before taking off to visit a remote location, he ran into some guys who had just returned from the same facility. "Let's compare notes," said my brother, and five or six team members went into a conference room to confer. Within seconds, a manager burst into the room and demanded, "Who authorized this meeting? None of you guys is at a level to authorize a meeting." Evidently sharing ideas that could benefit the company is only a good thing in this organization if you carry a certain title and salary grade. How idiotic is that? Organizations that don't allow employees to brainstorm with one another are places where fear has made inroads.

7. Information is hoarded. Closely related to the question "Can employees in my company chat freely?" is the question "How do people find out how things work around here?" If the sole answer is, "Ask your manager," you've got some creepy-crawly fear bugs on your hands. Cultures that allow people to hoard what they know to consolidate their power are cultures where fear has smashed trust under its heel. Likewise, if employees learn about a company layoff through the grapevine or in the newspaper vs. a frank sitdown with their managers and their teams, something is rotten in Denmark, and fear is a silent partner in your management roster.

8. Brown-nosers rule. When the people who get rewarded and promoted are the least-knowledgeable but most-fawning ones in the org chart, fear has come to town. Fear-based senior leaders surround themselves with yes-men and yes-women because it's more pleasant to hear the "right" answer than the truth.

9. The Office evokes sad chuckles, rather than laughs. My friend Amelia writes, "As hard as the writers for The Office try to make Steve Carell's character look like the world's most bumbling, officious egotist, my actual boss is worse." When cartoonish fiction looks more appealing than everyday existence to your employees, fear may play a major part. Fear shuts down our ability to think creatively, collaborate, and bring passion to the job. When getting through the day requires a focus on keeping one's head down, taking no risks, and sucking up to anyone in management, your organization's soul has left the picture.

10. Management leads by fear. When senior leaders make virtually all decisions in secret, dole out information in unhelpful drips, and base hiring on sheeplike compliance rather than energy and talent, and the PA system all but blares "Be glad to have a job, stop whining, and get back to work," your company's fear problem is off the charts. I saw an example of this myself the other day when I stopped at a national retailer to look at earrings. A sales associate mentioned to his co-worker, "Crazy thing, I broke something in my car's engine, and my mechanic says it'll be $1,400 to get it fixed." In a flash, the supervisor of the department swooped into the conversation with the message, "Lucky you've got a job, aren't you then! A lot of people are unemployed, and we've got a list of people who'd love to have your job. That's your thought for the afternoon: Lucky Me!" and off she went. When leadership is based on keeping people in the dark and keeping them off-balance, no one benefits except the tier of managers near the top who justify their existence by devising ways to solidify their stature.

Chief executives know in their hearts that smart people, set loose to solve big problems, are responsible for every success and innovation industry has ever seen. Fear-trampled employees don't do a thing for your business. Still, management by fear is a hard habit to break, because fear-whipped underlings don't squawk. Meanwhile, your competitors may be hiring your best talent away and stealing market share while you make it easy for them to do so. Those meek, submissive, broken-down employees might blossom in your rival's trust-based culture. Do you really want to find out?
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  #30  
Old 01-18-2014, 04:34 PM
Anonymous
 
Posts: n/a
Default Re: Diatherix Labs

Quote:
Originally Posted by Anonymous View Post
Here are 10 signs of a fear-based workplace. If you're the person in charge of a shop, pay attention:

1. Appearances are everything. When employees are preoccupied with staying in the office later in the evening than the boss does, fear is king. When people worry less about the quality of their work than about how they're perceived by managers higher up the chain, you've got fear.

2. Everyone one is talking about who's rising and who's falling. When a daily focus of office conversation is the discussion of whose stock is rising and whose is falling in the company's internal stock index, you've got a fear infestation. A preoccupation with status and political capital is a sure sign that stakeholders' best interests have taken a back seat to me-first, fear-based behaviors.

3. Distrust reigns. Would this be your knife in my back? When your employees have to stop and ask themselves, "Is it safe to tell Marybeth my idea?" you have a fear problem in your organization. Workplaces where people steal one another's intellectual capital are places where trust is subordinate to fear (if trust exists at all). If your business is one where backstabbers thrive, ditto. In a healthier shop, people would be comfortable rising up in protest against a backstabbing colleague, and the paradigm "I win when you lose" would be quickly nipped in the bud.

4. Numbers rule. Sensible performance goals help people understand what's important. An obsession with metrics, daily, weekly, and hourly, and a world view that says an employee is the sum of his numeric goals, are signs of a fear-based culture. Why? A healthy organization builds performance goals into its leadership framework, but the metrics don't equal the framework. When management views people as complex, creative, multifaceted value producers and considers metrics as just one element of a well-rounded leadership program, you can beat the fear back to a tolerable level.

5. And rules number in the thousands. Maybe the most stereotypical yet valid sign of a fear-based workplace is an overdependence on policies in place of smart hiring and common sense. These organizations fear their own employees' instinctive reactions to everyday circumstances (the need to book a business trip, order a stapler, or schedule a vacation day), so they install lengthy, tedious policies to keep employees from thinking independently. A need to tout the trust and openness in the organization constantly can be another red flag. As my friend Marla says, "The more an employer drones on and on in the handbook and other employee materials about trust, the less trusting they are."

6. Management considers lateral communication suspect. My brother worked for a major electronics manufacturer. One day, stopping in the office just before taking off to visit a remote location, he ran into some guys who had just returned from the same facility. "Let's compare notes," said my brother, and five or six team members went into a conference room to confer. Within seconds, a manager burst into the room and demanded, "Who authorized this meeting? None of you guys is at a level to authorize a meeting." Evidently sharing ideas that could benefit the company is only a good thing in this organization if you carry a certain title and salary grade. How idiotic is that? Organizations that don't allow employees to brainstorm with one another are places where fear has made inroads.

7. Information is hoarded. Closely related to the question "Can employees in my company chat freely?" is the question "How do people find out how things work around here?" If the sole answer is, "Ask your manager," you've got some creepy-crawly fear bugs on your hands. Cultures that allow people to hoard what they know to consolidate their power are cultures where fear has smashed trust under its heel. Likewise, if employees learn about a company layoff through the grapevine or in the newspaper vs. a frank sitdown with their managers and their teams, something is rotten in Denmark, and fear is a silent partner in your management roster.

8. Brown-nosers rule. When the people who get rewarded and promoted are the least-knowledgeable but most-fawning ones in the org chart, fear has come to town. Fear-based senior leaders surround themselves with yes-men and yes-women because it's more pleasant to hear the "right" answer than the truth.

9. The Office evokes sad chuckles, rather than laughs. My friend Amelia writes, "As hard as the writers for The Office try to make Steve Carell's character look like the world's most bumbling, officious egotist, my actual boss is worse." When cartoonish fiction looks more appealing than everyday existence to your employees, fear may play a major part. Fear shuts down our ability to think creatively, collaborate, and bring passion to the job. When getting through the day requires a focus on keeping one's head down, taking no risks, and sucking up to anyone in management, your organization's soul has left the picture.

10. Management leads by fear. When senior leaders make virtually all decisions in secret, dole out information in unhelpful drips, and base hiring on sheeplike compliance rather than energy and talent, and the PA system all but blares "Be glad to have a job, stop whining, and get back to work," your company's fear problem is off the charts. I saw an example of this myself the other day when I stopped at a national retailer to look at earrings. A sales associate mentioned to his co-worker, "Crazy thing, I broke something in my car's engine, and my mechanic says it'll be $1,400 to get it fixed." In a flash, the supervisor of the department swooped into the conversation with the message, "Lucky you've got a job, aren't you then! A lot of people are unemployed, and we've got a list of people who'd love to have your job. That's your thought for the afternoon: Lucky Me!" and off she went. When leadership is based on keeping people in the dark and keeping them off-balance, no one benefits except the tier of managers near the top who justify their existence by devising ways to solidify their stature.

Chief executives know in their hearts that smart people, set loose to solve big problems, are responsible for every success and innovation industry has ever seen. Fear-trampled employees don't do a thing for your business. Still, management by fear is a hard habit to break, because fear-whipped underlings don't squawk. Meanwhile, your competitors may be hiring your best talent away and stealing market share while you make it easy for them to do so. Those meek, submissive, broken-down employees might blossom in your rival's trust-based culture. Do you really want to find out?


Quest is soon going to find out, their intellectual Capitol has gone to other places where they have take the knowledge and talent for the Benifit of another. The moronic leadership is still standing around back slapping each other clueless to their own demise. They can't believe their good luck to have been so highly promoted dispite their lack of skills, education and talent how brilliant they all think they are. Tenured talent leaving. Stock dropping. Labcorp making hughe gains daily. Stupidity out of control
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  #31  
Old 01-19-2014, 10:02 AM
Anonymous
 
Posts: n/a
Default Re: Diatherix Labs

Eh gads on post #29. Instead of cutting / pasting the article from Bloomberg Businessweek circa 2010, just use the link. Nice read though from 3+ yrs ago.
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  #32  
Old 03-03-2014, 11:38 AM
Anonymous
 
Posts: n/a
Default Re: Diatherix Labs

If you are considering joining Diatherix, you should absolutely reconsider. The leadership demonstrates zero loyalty to its employees.
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  #33  
Old 06-16-2014, 10:53 PM
Anonymous
 
Posts: n/a
Smile Re: Diatherix Labs

I was contacted by a district manager for a territory sales job in TN. I noticed some of the above posts are from yrs ago. Any changes? Is anyone actually happy here??
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