Very much an "Old Girls' Club" of upper management. Nepotism and cronyism runs rampant at the higher levels and nearly every manager's "Lindamood-Bell Story" includes a section where they met someone high up early in their career who gave them an unfair advantage promotion-wise because of personal friendships.
Employees who do not catch the eye of a high level patron are often left to stagnate in their position. Promotion potential exists but most position changes do not come with a pay increase and the company will nickle and dime you at every opportunity (such as offering "mileage bonuses" instead of regular mileage reimbursement when asking you to travel long distances with a personal vehicle so that they can save money and try to make you think they are doing you a favor).
Biggest issue that is specific to Lindamood-Bell itself is that there is very little oversight of the Center Director position so often times your entire work experience (from scheduling, to salary adjustments, to professional support) will vary heavily from location to location, as some unqualified Directors are left to drive off employees and clients until they decide to leave themselves. The Peter Principle weighs heavily on their corporate structure.
To make matters worse, most positions in the company offer little to no transferable skills unless you plan on moving into Speech Language Pathology or Special Education. If you find yourself stuck in a low level position for years, you'll leave with an incredible small increase in pay, and next-to-nothing on your resume for future employers.