therapist

direct care worker

special education teacher

licensed vocational nurse

mental health therapist

Childhelp

A typical day would be coming into work and checking your company e-mail for upcoming training or important memos.  Then reading the log from the evening before to have an idea of how the children were the night before your shift. Then going onto the floor to help with the transition from the group home to breakfast and then to school.  During school the job duties for the direct care staff would be to help with behavioral issues along with their educational needs. Focus was placed more on meeting their behavioral and emotional needs during the school day. In addition to helping with the children and their specific needs direct care would also help assist the teachers with each child's educational needs by means of either providing one on one support or playing an active role in the lesson plan. Management was constantly changing there seemed to be lack of consistency between the village and supervisor of each group home. They did offer excellent therapies such as art, library time, equine, recreation, earned outings within the community, and nature walks with the Chaplin who worked in the village. I liked that they had a faith based perspective along with a therapeutic sense to the village with the counselors and therapists who worked with each child on a weekly basis. The hardest part of the job for me was the lack of consistency between the the veteran staff and the staff that was new and fresh from training.  The was a disconnect between the two groups of staff for some staff who had been their for some time did not necessarily focused on the over well-being of the child. Some staff became to complacent in their job and viewed the children more like their own ( what they would do if it were their child) instead of focusing more on their individual needs, such as that they were there because of emotional and or behavioral issues, therefore, needed a compassionate approach. The most enjoyable part of the job was doing activities with the children and showing them that someone cared for them by being involved in what they were needing and wanting to help them through what they were feeling as well. Weekend outings where a great way for the children to still be a part of their community as well as help them work on developing and implementing social skills.  Overall, the founders of the company had a great vision for the village and how they wanted it to be child focused!

One of the main words that you will hear in the training at ChildHelp is "consistency" - over and over again. Being that they preach this to their staff, it would be okay to expect the same from the management, and other higher-ups. Sadly, this is not the case. Cliques, favoritism among staff and supervisors, and drama is rampant. 
The clientele are not the picture of innocence that many expect when they walk through the door. However, that being said, no one who works at ChildHelp for at least six months leaves because of the children. 
There are no pay raises. PTO accumulates quickly. The wrong people get promotions. Grudges are held by management against staff. 
The clients are not treated with respect, or care for in the way one would hope. When the company gets a heads up that some big wig is coming, or licensure, all new appliances are installed, broken things get fixed, and only the clients who are nearly ready to leave come into contact with anyone important. Only then. 
I have witnessed newly purchased shower curtains go up, and get taken down, within the same 24 hour time frame. The old one's put back in their place - effective or not. 
None shift supervisor communicates with the following supervisor effectively. The staff resent each other for not completing the tasks they are supposed to each shift. 

Despite this, ChildHelp has some amazing staff that does truly care about the children. They go above and beyond their job descriptions (which are ever changing) to make sure that things go as they should. When these individuals are present, support is always handy. Otherwise... don't worry about having to ask for help - no one will be there to ask. 

Snow, Ice, home responsibilities preventing you from coming into work? Get sick and don't have a doctor's note? Have a doctor's note? Be prepared to be written up. Even if there are multiple feet of snow on the road.. or trees down.. you get the picture. Oh, and if you're at work when it is snowing? If the next shift doesn't come in to relieve you, you can't leave. That's right.. you cannot leave. 

Turn over rate is high. Not even management stays long. Director's change frequently, as well.  

Training lasts a week. No specialized training in the various disorders any of the clients may have. Basics only.

The staff here work well together and believe in what they are doing for the children. I believe that is why people stay for so long. For the most part all employees and management are great to deal with. However, if you are applying for an Office Assistant or a housekeeping position be warned that the supervisor for these employees is horrible. I don’t know one person in that entire company who had a nice thing to say about her. I have never met somebody so condescending and narcissistic. Let’s make this clear she’s basically an Admin Asst to the Director but I think to her in her mind that translates as CEO because she treats everyone in that company as if they are incompetent and her subordinates. You can never do right, you will never be acknowledged or thanked for anything, she is right always even when she clearly isn’t, don’t you dare challenge anything or stand up for yourself or else. But actually she’s wrong a lot of the time, forgetful, a hypocrite, contradicts what she says constantly, is mean just because she can be, etc. I can go on and on. This is not to discourage anyone from applying because this company does give these poor kids another chance at life and hope and helps them gain the tools to be successful. I whole heartedly believe in what they stand for and what they are doing. This review is just to warn anyone applying for these roles that you will be working for one of the most awful people you’ll come across in your life. That being said I hope she does the company a favor and retires ASAP like she has been saying she will. I know every single person working there will immediately see the difference in the atmosphere and be very relieved. No more dreading to go to work or walking on eggshells. Those girls at the front desk work very hard and are not treated right at all. The same with the housekeeping department. Let me make this clear, she does not represent this company or the Beaumont Village as a whole. All other employees and managers are great. The Director is great, the assistant Director, managers, supervisors, admin staff, fellow co-workers, etc. All great people. This review is solely based on this one particular “supervisor”.

Lack of effective communication among upper management, and serious ethical concerns in how they manage disclosures from callers and concerns from employees, which trickles down causing many other issues. 
Revolving door of middle management. 
Lack of clear expectations.
Lack of being valued as an employee at all.
Ethical concerns regarding mandated reporting.
Inconsistencies among management team all around.
Micro-managing.
Corrective feedback (write-ups) are the go-to, rather than any type of motivational feedback/effective supervision.
Rated on a scale of 1-4 in monthly evals (faults pointed out and change demanded, rather than any type of strength-based approach, encouragement, empowerment, or praise for the good work employees are doing) 
Providing professional opinions & recommendations are considered being out of line. 
Repetitive work, mostly playing operator to callers who are trying to reach CPS and giving them the correct number. 
Lack of boundaries with repeat callers.
Lack of effective continued training. 

The hotline attempts to be a go-to for ALL types of crisis calls, without a focus on it’s specialty- child abuse. Counselors are expected to know-it-all and provide consistent support for all concerns, but there is a lack of continued training in all of the areas expected to assist in, therefore, creating an environment where there is no consistency among all of the staff providing guidance to the callers, especially the repeat callers. It becomes enabling to them without clear boundaries and expectations. 
Self-care not encouraged/discussed much at all and used against you when you speak out about your need for it.
No annual raises. 
Concerns are dealt with using a punitive and “my way or the highway” type of mindset, rather than solution-focused.
Lack of independence as a counselor.

Ultimately, in working for this hotline, you will find yourself having to apologize TO YOURSELF for staying as long as you did if you make it long at all, and for ever viewing their lack of reciprocation in your loyalty to them as a challenge to convince them of your worth!


Childhelp’s mission is incredibly important, and being part of an organization that supports children through trauma can be deeply fulfilling. Many frontline staff are passionate and dedicated, and witnessing the resilience and joy of the children was the most rewarding part of my time there.

That said, the internal operations often feel disconnected from the mission. Since 2021, there has been unusually high turnover in HR leadership, which has contributed to a lack of continuity and direction. Strategic decisions are often reactive rather than proactive, and communication across departments can be inconsistent.

While this role provided meaningful experience, there were frequent organizational challenges  from shifting leadership to limited transparency — that impacted staff morale and growth opportunities. Compensation for frontline roles is modest, especially in contrast with executive-level salaries, and resources often feel stretched.

For those considering employment here, the opportunity to make a difference in children’s lives is very real. Just be aware that internal dynamics may not always reflect the values promoted externally.

While Childehlp’s mission is truly admirable, particularly in the work they do for children, the company’s leadership leaves much to be desired. In my time there, I witnessed a complete overhaul of a department that put significant strain on the remaining staff, leaving them in a crisis situation. It became clear that the C-suite was more concerned with their six-figure salaries and bonuses than with the well-being of the employees who actually do the work.

Unfortunately, the disconnect between the C-suite and the front-line staff is palpable. The leadership’s decisions often reflect a lack of understanding of the day-to-day challenges faced by employees, and their failure to invest in staff is a huge issue. Asking employees to take pay cuts while the upper management continues to collect bonuses is a red flag, and it’s a trend that ultimately hurts both morale and productivity.

If Childehlp wants to truly thrive and continue its important work, they need to start by treating their employees better. Investing in the people on the front lines—rather than just in leadership salaries—would go a long way in improving staff retention and overall organizational health. Until then, it’s hard to see how they can maintain the high standards they claim to uphold. 

I am reaching out to express serious concerns about the toxic work environment at Childhelp, particularly regarding its upper management and operational inefficiencies. The organization has experienced a high turnover rate among hotline counselors, with very few staying beyond a year—those who do often remain out of financial necessity rather than job satisfaction.

One of the most pressing issues is the poor telephonic system, which frequently malfunctions, causing errors that make it seem as though counselors are ignoring calls or chats. Despite upper management being aware of this problem for over a year, no resolution has been implemented, leaving counselors frustrated and unsupported.

Additionally, there is a severe lack of communication and transparency, with rare team meetings and a work culture that leaves employees in the dark. On top of that, the environment is heavily micromanaged by supervisors who often lack the necessary leadership skills and instead engage in power-driven oversight rather than constructive guidance.

Overall, these ongoing issues create a highly unproductive and demoralizing workplace, making it difficult for employees to effectively serve those in need. I hope these concerns will be taken seriously and addressed appropriately for the betterment of both staff and the individuals Childhelp aims to support.

Working at Childhelp has been an incredibly fulfilling experience. As one of the Directors, I’ve had the privilege of contributing to a mission that truly changes lives, providing hope, and healing to children who have experienced abuse and neglect.
The organization fosters a culture of compassion, collaboration, and innovation. Local leadership is supportive and committed to professional growth, offering opportunities to develop new skills and take on meaningful projects. National leadership, by and large, is supportive, though some of the turnover has made communication difficult at times, but solid direction from the founders ensures we never lose sight of the kids we are called to serve.
The work can be challenging, but it’s deeply rewarding knowing that every effort directly impacts vulnerable children and families.
Childhelp values integrity and transparency, and the team operates with a shared sense of purpose. If you’re passionate about making a difference and want to work in an environment where your contributions matter, Childhelp is an excellent place to build a career.


A typical work day is answering inbound crisis calls and calls about child abuse/neglect and giving support and/r resources if needed.
One will learn how to navigate the inbound call platform that is set up for calls, chats and text communication(s). Upper management is available but there appears to be a lack of support for its shift supervisors. Also, despite workers having to take calls from callers who use racial slurs those callers are allowed to continue to call until upper management goes through a process & get approval/permission to "block" those irate and unwanted calls.
The most difficult part of the job is working for low wages and there are no living wage increases at this organization. One also has to work shifts without the necessary amount of hotline counselors on shifts (working short of adequate coverage often). Those in upper management seem to reap the financial benefits while the direct/hotline workers work for low pay. The healthcare insurance is super expensive with Blue Cross Blue Shield and organization prefers to give employees gifts for birthdays and holidays instead of paying workers a suitable living wage. The best part of the job is helping those in need and no commute by working remotely and coworkers working in the trenches with you.

Assist with children either with their educational needs and/or ADL's needs. Must like to be around or help at risk youth.

It is rewarding to assist children who needs a lot of attention. The downside to this the company is going through some serious changes at this time and the moral is really low.

I enjoyed the time I was there build a great network of people to assist with my new educational and career path. When they all started to leave it was no longer hard to read the writing on the wall.

This was a great place to work at one time. Like any social or human service work the pay is not great unless you like working a lot ( I mean a lot) of overtime. It has circum to the down economy and hired a new director who is only about saving money and do not seem to care about programing for the children or the welfare of its employees. I would feel bad to recommend this place at this time two years ago I would have said come on.

Top Job Titles	Average Salary
Therapist 3 salaries reported	$64,167 per year
Direct care worker 47 salaries reported	$20.40 per hour
Special education teacher 5 salaries reported	$58,746 per year
Licensed vocational nurse 7 salaries reported	$27.36 per hour
Mental health therapist 1 salary reported	$52,500 per year

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