Presence

New York

751 Total Employees

Year Founded: 2009

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Presence Compensation & Benefits

Updated on September 09, 2026

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, paid family leave, and employee equity are accompanied by challenges in compensation mechanics and uneven benefits access across role types. Together, these dynamics suggest a mixed overall experience in compensation and rewards, with satisfaction hinging on employment classification and how indirect time and cancellations are handled.

Key Insight for Candidates

Defining pattern: pay structures prioritize billable direct time while indirect work and onboarding are often unpaid or underpaid. This drags effective earnings below headline rates and fuels dissatisfaction. Candidates should scrutinize what counts as paid time (documentation, IEPs, cancellations, training) before weighing offers.

Evidence in Action

Classification-Driven Rewards Model — W‑2 vs. 1099 classification defines rewards: W‑2 employees get full medical, dental, vision, paid family leave, 401(k), equity, and 11 company‑paid holidays; many clinician engagements emphasize flexibility, CEU support, and licensing help over employer‑sponsored healthcare/retirement. Employees confirm status to gauge true total compensation.
Companywide Equity Participation — All employees receive equity, extending ownership participation across corporate and eligible clinical W‑2 roles. This increases total compensation beyond salary and aligns employees with company performance.

Positive Themes About Presence

Healthcare Strength: Benefits materials highlight full medical, dental, and vision coverage for employees. This indicates a comprehensive core health offering.
Parental & Family Support: Paid family leave is explicitly included in the benefits package. This signals support for caregiving needs.
Equity Value & Accessibility: Company communications state that employees receive equity. This adds longer-term value beyond cash pay and standard benefits.

Considerations About Presence

Unfair & Opaque Compensation: Compensation structures often exclude or underpay indirect work such as planning, documentation, and IEP paperwork. Expectations around guaranteed hours or what counts as paid time can leave required tasks uncovered.
Weak & Unreliable Incentives: Reduced rates for cancellations and no‑shows make earnings less predictable. This variability undermines confidence in take‑home pay.
Exclusive or Unequal Benefits Coverage: Benefits access depends on employment classification, with corporate W‑2 roles offering traditional benefits while many clinician arrangements differ. Experiences consequently vary, especially for contractor-style roles that may not include health or retirement coverage.

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These insights are generated using AI and may not reflect internal data or verified company information. They are intended solely for general informational purposes and should not be considered a definitive assessment of the company’s reputation. If you are a representative of this company, and would like this page to be removed, you may contact us via this form.