Presence
Presence Compensation & Benefits in New York
This page summarizes recurring themes identified from responses generated by popular LLMs to common candidate questions about Presence and has not been reviewed or approved by Presence.
How are the compensation & benefits at Presence?
Strengths in core health coverage, equity access, and flexible, remote‑friendly benefits are accompanied by concerns about clinician pay mechanics and uneven access to traditional benefits for contractor roles. Together, these dynamics suggest the New York team would see a solid experience in W‑2 roles while clinicians on 1099 arrangements may perceive compensation and coverage gaps.
Key Insight for Candidates
Equity is granted to all employees, making ownership a core part of compensation. For New York candidates, this adds meaningful long‑term upside to salary within a remote‑first, modern benefits package, creating value beyond base pay without relying on office-based perks.Positive Themes About Presence
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Healthcare Strength: Benefits for employees include full medical, dental, and vision coverage alongside paid family leave, signaling comprehensive core protection.
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Equity Value & Accessibility: Equity grants are positioned as standard for employees, offering potential long‑term value alongside cash pay.
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Flexible Benefits: A remote‑first setup with flexible scheduling and at‑home work perks is emphasized as part of the standard package.
Considerations About Presence
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Unfair & Opaque Compensation: Compensation for clinicians is often described as low relative to effort, with policies on onboarding and indirect work complicating what is counted and paid.
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Exclusive or Unequal Benefits Coverage: Many clinician engagements follow a 1099 model without employer‑sponsored healthcare or retirement, creating a clear disparity versus W‑2 packages.
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Stagnant Pay & Limited Progression: Pay growth can feel limited, with concerns that rates do not consistently reflect experience and that promised increases may not materialize.
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