Amazing children, management improvements
Pros
My experience at this company was mixed. The most positive aspect of this role was working directly with clients and families. The client and family interactions were rewarding, and many core staff members truly put the children first and are committed to quality care. Collaboration among staff is strong
Cons
Significant concerns within leadership and workplace culture are affecting staff retention and the consistency of care. Concerns regarding nepotism within the company, with family members of leadership placed into internal roles. This leads to questions among staff about fairness in hiring, qualifications, and accountability. There is a pattern of retention efforts during resignation discussions that includes sudden offers of raises or incentives, which has contributed to concerns about consistency and long-term planning. Staff experience discomfort and raise concerns about boundary-setting within certain leadership-adjacent roles, particularly regarding conduct in the workplace. There is a lack of clear professional boundaries. Leadership decisions at the higher level are often made without consistent alignment with clinical recommendations from BCBAs and experienced trainers. Concerns about technician readiness after training are sometimes not fully addressed, which can impact staff preparedness when working independently with high-need, vulnerable clients. Employees are expected to share personal contact information with leadership, and attendance policies are strict, with limited call-outs allowed over a short period, which adds pressure on staff and contributes to turnover. The overall RBT culture is also inconsistent; while some staff are dedicated to seeing clients succeed, there is still a wide gap in professionalism and adherence to best ABA practices, depending on the individual staff member. This variability impacts team cohesion and, at times, clinical consistency