Presence
What's It Like to Work at Presence 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.
What's it like to work at Presence?
Strengths in mission-driven work, remote-first flexibility, and purpose-built tooling are accompanied by challenges around compensation mechanics, uneven management support, and workload variability tied to school calendars. Together, these dynamics suggest the New York office experience will suit those who value autonomy and purpose but requires comfort with pay-structure nuances and changing demands.
Key Insight for Candidates
Defining pattern: Remote-first, K–12 calendar–driven work where pay often hinges on direct service versus indirect time. For New York–based hires, lock down in writing how documentation, IEP meetings, cancellations, and evaluations are compensated, because district assignments and school-year rhythms drive weekly hours and income predictability.Evidence in Action
- Remote-First Work Norm — Presence explicitly operates a remote-first setup for most roles. New York employees experience flexible, home-based work aligned to K–12 school calendars, shaping expectations for autonomy and school-day scheduling.
- Empathy-Led Values Signal — Presence highlights values 'innovate with purpose' and 'lead with empathy.' For New York teams, this frames interactions as mission-led and people-centered, influencing how support, priorities, and tradeoffs are perceived.
Positive Themes About Presence
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Mission & Purpose: Colleagues in New York are often drawn to the clear mission of expanding access to K–12 special education services, which makes day-to-day work feel purposeful. Feedback suggests this focus on student impact is a consistent motivator across remote roles.
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Work-Life Balance: In New York, roles are remote-first with flexibility aligned to school calendars, allowing people to shape schedules around home-based work. Feedback suggests this setup is especially attractive for clinicians and remote corporate roles seeking location independence.
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Innovation & Products: Teams in New York work with a purpose-built teletherapy platform (Kanga) that streamlines scheduling, documentation, and access to therapy materials. Feedback suggests these clinician-oriented tools can reduce prep time and support efficient sessions when running smoothly.
Considerations About Presence
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Low Compensation: Pay in the New York cohort can hinge on compensation mechanics such as rates for indirect time, cancellations, and differences between W‑2 and 1099 arrangements. Feedback suggests these nuances contribute to mixed satisfaction, especially when indirect work is not consistently compensated.
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Weak Management: Management experiences for New York colleagues can feel uneven amid leadership turnover, shifting priorities, and variable support across teams. Feedback suggests changes in managers or support structures can create confusion and reduce responsiveness.
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Workload & Burnout: Work in New York can fluctuate with school calendars and documentation demands, creating time pressure around indirect tasks like IEP meetings and reports. Feedback suggests caseload variability and scheduling changes can affect weekly hours and predictability.
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