If there’s one word to describe ProCare Therapy, it’s micromanagement. Daily, weekly, monthly, quarterly, and yearly metrics are tracked. While you're told to “control your own desk,” nearly every hour of your day is dictated by management. Expect to be constantly monitored. If you don’t meet your daily metrics, expect a passive-aggressive message from your manager via Teams.
At ProCare Therapy, you will never be involved in any business decision, even if it directly impacts your work. You’ll be pulled into repetitive, useless meetings where it’s clear even the organizers don’t want to be there. There are frequent, pointless contests, typically with PTO as a reward, but always won by senior AEs. Perks include monthly cake, hot dogs on the 4th of July, and a Christmas party held in a small hotel conference room on a Friday at noon (though you’re still expected to work from 8–11am).
Hiring classes typically include 5-10 new employees. After a year, it’s rare for even two people to remain from any given class. If you're quiet or shy but still hit your metrics, you will be fired before the more outgoing AE who consistently underperforms. If you survive the first two months, congratulations! You’ll likely spend the next four living in fear of being pulled into a side room and fired. Goals are inconsistent across teams, and AEs are fired frequently and unpredictably. Reaching your silver shovel milestone is critical, but even then, your job isn’t secure. Most AEs don’t make it to 13 months.. Longevity at the company doesn't increase job security. You're just as expendable at 2 years as you are at 2 months. There is zero opportunity for upward mobility unless you "kiss boots,” which explains why 90% of the management team is young and lacks leadership experience.
You’re introduced to the “shovel milestones” during interviews and training. You must earn your silver shovel by 13 months, but what they don’t tell you is that shovel perks end at that point. For example, if you earn silver at 11 months, you’ll only enjoy those perks for 2 months before reverting to “normal” AE status. Failure to earn silver by month 13, and you’ll be fired. Starting commission is just 2%. During interviews, they’ll suggest most AEs earn thousands in commission by the end of year one… but that’s far from reality. You likely won’t see any commission for several months, and your first payout will probably be around $5. By 12 months, earning an extra $200/month in commission is considered lucky.
Building a book of business is extremely difficult. Those who joined the company three years ago benefited from school COVID funding, untapped markets, and a surplus of job-seeking candidates. Today, districts are already claimed by senior AEs, candidates are burnt out on cold calls (SPAM CALLS), and new policies are specifically designed to benefit senior AEs at the expense of new ones. That said, recent changes have also negatively impacted veteran AEs… so no one is truly safe. Executives at ProCare Therapy appear focused solely on increasing profit, often at the expense of AEs, regardless of tenure.
You accrue about 3.5 hours of PTO per paycheck (roughly 12 days per year). However, there is no sick time. Because employees don’t want to use PTO for illness, it’s common for people to come in with the flu, strep, or fevers. Working from home is not allowed under any circumstance unless explicitly awarded (typically after 2 years). One AE who totaled their car requested to WFH due to a long commute and was fired instead. Unpaid time off is also not an option. You’re forced to work under the limited PTO policy, or risk termination.
A top executive has stated that employees “do not deserve a work-life balance.” He’s also said that “one day of missed work equals lost profit”.. which explains the horrific PTO and sick policies. Morale is so low that most people have no energy for anything after work anyway. Weekends become a countdown to Monday.
If you don't want to treat teachers, nurses, SLPs, paraprofessionals, etc. as sales transactions, this job isn't for you. The focus is entirely on hitting metrics, meeting goals, and winning contests, not supporting people’s livelihoods. Inexperienced AEs in their 20s often decide whether someone earns $30/hour or $40/hour… based not on merit, but on what makes the AE more commission. Tip to job candidates: Always ask for more until the contract is about to be pulled. AEs would rather take a lower-margin deal than lose it entirely. A high-level executive even instructs AEs to “not give the bag away” (i.e. don’t pay candidates what they could be paid, protect your profit margin first). “Make Lives Better for Those Who Make Lives Better” yeah right.
