Presence

New York

751 Total Employees

Year Founded: 2009

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What's It Like to Work at Presence?

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.

What's it like to work at Presence?

Strengths in mission-driven impact, remote flexibility, and a purpose-built clinician platform coexist with vulnerabilities in compensation mechanics, management consistency, and workload predictability tied to district demand. Together, these dynamics suggest a situationally attractive employer whose fit depends on aligning role specifics, caseload expectations, and compensation terms with individual priorities.

Key Insight for Candidates

Defining tradeoff: Compensation centers on direct therapy time, with limited/unclear pay for indirect school-required work and cancellations. Earnings then depend on session volume and school-calendar swings. If you need predictable, fully compensated hours, this model may frustrate.

Evidence in Action

Investor Backed Growth Signals — Spectrum Equity and TPG’s Rise Fund backing and the 2021 Global Teletherapy acquisition are repeatedly highlighted as stability signals. These milestones reassure employees about long-term viability and make offers feel less risky during market shifts.
Platform Leadership Signaling — Kanga platform, launched in 2022, and digital administration of major assessments like Woodcock‑Johnson V are central in employer materials. Showcasing proprietary tools signals category leadership and helps clinicians feel supported and proud of the brand’s clinical credibility.

Positive Themes About Presence

Mission & Purpose: The mission centers on expanding access to special education services in PreK–12, which is consistently described as meaningful work. Many are drawn to helping students with diverse needs through school-based teletherapy and evaluations.
Work-Life Balance: Fully remote clinical and corporate roles with schedule control aligned to school calendars support flexibility and home-based work. Remote-first norms and location independence are emphasized.
Innovation & Products: A clinician-designed teletherapy platform (Kanga), content library, and workflow tools streamline sessions and documentation. The platform receives external recognition and supports digital administration of major assessments.

Considerations About Presence

Low Compensation: Pay structures differ by employment type and contract, with concerns about unpaid indirect time, late cancellations/no‑shows, and how rates are set for direct vs. guaranteed hours. Compensation outcomes can hinge on district assignment and specific arrangements.
Weak Management: Leadership shifts, team realignments, and uneven support create variability in guidance and clarity. Some report inconsistent supervision and operational changes that complicate day-to-day work.
Job Insecurity: Caseload availability and weekly hours can ebb and flow with district needs and school calendars, creating schedule and income uncertainty. Placement-based arrangements and assignment changes add variability to stability.

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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.