FCP Live-In reviews

Getting time off was almost impossible because there was no relief CNA's available.

From the beginning, I sensed a warning to decline and seek better opportunities, a feeling I now wish I had heeded. The prescreening call /subsequent meetings itself lacked substance, resembling more of a brief overview of my experience as a corporate recruiter rather than a thorough assessment. Within a week, I received an offer letter riddled with typos, signaling a lack of attention to detail. The inconvenience of driving over an hour just to meet an office personnel, who happened to be in my state, to sign an I-9 form raised further concerns, especially considering most companies utilize E-Verify. As I transitioned into my role, it quickly became evident that the expectations outlined during training by the manager, Irma, were not in line with reality. Despite completing training within a week, I found myself reprimanded within 29 days (mind you I’m still within my 90 days) for failing to meet interview quotas that had never been clearly communicated to me. In a meeting with the recruiting manager, accompanied by another recruiting specialist, (whose presence seemed unnecessary), I was assured that I wasn't in trouble. Instead, they expressed a desire to assist me in meeting the expectation of scheduling 4-5 caregivers for interviews a day—an expectation that had not been conveyed to me at the outset. Initially, I had understood that the team collectively aimed for 15, a target we consistently met. Moreover, I meticulously documented every applicant I contacted who expressed disinterest due to various factors such as low pay rates or prior commitments, resulting in approximately 50 caregivers contacted daily. This transformed the role into more of a call center position rather than a traditional recruiting role. Additionally, the unavailability of key personnel, such as the COO for verifying international certifications, significantly impeded my ability to schedule interviews effectively, further complicating the already challenging situation. Despite my best efforts to improve, including completing assignments despite illness, I was caught off guard by a dismissal call citing a lack of progress—a claim that contradicted both my sincere efforts and the extenuating circumstances. During the dismissal call, I was misled. I had never received coaching regarding my performance metrics as mentioned during the dismissal call. The meeting with the manager and recruiting specialist (again, whose presence puzzled me) was framed as an opportunity to discuss increasing the number of scheduled interviews, with no indication of disciplinary action. There were no warnings, no write up, no probation. Had it been clearly communicated that this was a coaching session and that my performance was in jeopardy, I would have redoubled my efforts, even willing to stay longer to meet goals. However, this was not the case. Two weeks later, despite being absent for two days due to severe influenza B, I was terminated. They showed no consideration for my responsibilities as a parent or the significance of this job in preventing my home from foreclosure. The only thing the COO could suggest was filing unemployment. Unfortunately, in Florida unemployment isn’t an option if I only worked for 45 days. This detailed account serves as a cautionary tale for potential candidates, highlighting issues with company processes, lack of support, and misleading expectations. The company's disregard for caregiver compensation and absence of an HR team further underscore its shortcomings. Stay away from this employer.