Kadiant reviews

Low pay, some conflict between other techs observed. Lots of conflict with scheduling and had to fight for cancellation pay.

Working at Kadiant LLC under the ownership of Attain ABA (President Sam Wallach, Ex-CEO Lani Fritts was fired after the acquisition) has been a deeply challenging experience. I feel compelled to share my honest perspective on my time here as I transition to new opportunities. Cons: Poor Management and Communication: The management at Attain ABA has been consistently unresponsive and dismissive. Employee feedback is often ignored, and communication is highly inconsistent. Policies are frequently implemented without proper notification, leaving employees confused and frustrated. Town hall meetings lack transparency, and any questions or concerns raised by employees are often censored or dismissed. Shady Business Practices: Attain ABA’s approach to layoffs and staffing has been abrupt and unprofessional. Entire teams have been laid off with minimal notice, creating instability and uncertainty within the company. These layoffs, coupled with poor hiring practices, have resulted in a severe shortage of staff, directly impacting the quality of client care. Drastic Reductions in Benefits: Since the acquisition by Attain ABA, employee benefits have been significantly slashed. Paid holidays have been reduced, PTO is no longer paid out upon separation, and sick time has been cut to the bare minimum required by state laws. Additionally, the company’s 401K match has been drastically reduced, and the once-popular student loan pay-down program has been eliminated. These reductions were justified by President Sam Wallach as necessary to make the company "more sustainable," a sustainability that appears to prioritize increasing profits at the expense of those working directly with families and clients. This approach primarily benefits administration staff who do not engage with clients daily. Unethical and Discriminatory Practices: The company’s focus seems to be solely on profit, often at the expense of ethical practices and employee welfare. Policies such as mileage reimbursement and administrative pay have been reduced, further burdening employees. Additionally, there is a lack of oversight, allowing room for fraudulent billing practices. Employees frequently face delayed earnings and informal disciplinary actions due to insufficient support from management and specialized departments for simple scheduling questions and changes. Inadequate Support and Training: The training process for new hires has been significantly cut back, resulting in many employees feeling unprepared for their roles. This is particularly concerning in a field that requires specialized skills and knowledge to support clients effectively. Lack of Diversity and Inclusion: The company has canceled its Diversity, Ethics, and Inclusion committee and has not reinstated it. Internally, there is a notable imbalance in benefits, with the predominantly religious administration team receiving more time off than behavior technicians and clinical staff. This discrepancy is evident as the administration team often takes extensive time off for religious observances, leaving local supervisors to manage the resulting influx of questions and issues from behavior technicians.