This company is expanding too quickly, and the clinics are paying the price. Some locations that have been open for less than a year still have no admin staff, just one or two PTs, while leadership remains fixated on opening 20 more clinics instead of supporting the ones they already have. The recent merger only makes things worse—now the focus is split between opening new clinics or the merger.
Promotions seem to be handed out to anyone willing to stay, regardless of performance. If you consider leaving, leadership gets desperate and throws a title and a few cents your way, rather than addressing the real issue: low pay.
They’re expanding deeper into Massachusetts but “can’t afford” to offer MA-competitive salaries—then wonder why retention is such a problem. We’re expected to not only perform clinically but also take on additional projects and practice manager-level responsibilities, with no resources or compensation to match. Communication is abysmal. New processes are implemented without proper rollout or explanation, and the people most affected are always the last to know.
The managers are rarely available and avoid confrontation, preferring to send follow-up emails weeks later instead of addressing problems directly. The regional directors are practically ghosts. Leadership tries to sell the company to potential hires without even understanding what the clinics actually need—so new employees arrive with expectations that don’t align, and we’re left scrambling to meet unrealistic numbers based on staffing levels we never had.
