SimplePractice reviews

- Your pay will barely cover rising inflation, but the company will continue to boast about earnings in team meetings. - If you are in a senior/manager position outside of CA, it is very possible that new hires in a different state make more than you. - High levels of turnover in manager positions, meaning that you probably know more about your role than the person evaluating you on said role does. - There are constant incidents due to poorly managed Product and Marketing teams, because the upper leadership in the parent company is looking for output and results over a quality product. - When multiple people on your team leave due to the combination of a growing customer base, stagnant wages, and overall stress, you will be asked to cover their responsibilities with zero addition to your pay and no cuts to your original responsibilities. If you have an issue with that, you are told that it is part of your role.

Cut employee benefits drastically as part of an “organizational alignment” following EngageSmart acquisition while simultaneously touting employee wellness on social media and in marketing materials. Disabled employees needing FMLA leave received 30% less in benefits in 2022 than in previous years. I took leave due to a documented medical condition in 2020 and received 40% of salary through company SDI while on leave with the remaining 60% covered by state disability insurance. In 2022 I took leave again and received 10% of salary from company SDI with the same 60% state disability insurance. Employees were not clearly notified of the reduction in benefits when the “organizational alignment” occurred. Founding leadership cashed out and moved on to better things. The stock options in the company that I received as part of my compensation package were returned to the company after I waited too long to exercise them after my voluntary departure. This was my mistake - I missed the deadline to exercise by minutes. The total value of the options exceeded $25k at the time. HR and Legal were unwilling to budge or grant a grace period to exercise these options following my exit for “tax reasons” that they were unable or unwilling to explain, despite my 4 years of loyal service and documented high performance in a highly customer-facing role. Because I’d already signed my offboarding paperwork, I had no recourse. The company simply took back the stock options that I had rightfully earned, leaving me with nothing. Performative virtue signaling around employee wellbeing and being a “great place to work,” but prioritizes creating value for shareholders over maintaining employee benefits or considering employee development. Product iteration and development moves at a glacial pace due to bureaucracy in Product and Engineering. The entire Marketing team has turned over multiple times in the last 1-2 years, including C-suite and executive level staff. No codified commitment to DEIB during my tenure. This experience is fully documented via email and 100% factually correct to the best of my ability. “Good vibes,” ugly reality.