medical technician

cook

housekeeper

server

nursing assistant

Cogir Senior Living

Management: cons:They are intimidating and hard to talk to. Sometimes they shut you down and tell you you’re wrong despite you being the closest person to the residents as a caregiver. They make you feel like you’re replaceable. They rarely hop on the floor and help caregivers out. When they are there, they tell people over the radio what to do instead of just doing it. 

pros: They keep a pretty tight ship as far as scaring people straight. They notice if your coworkers are late often or misses many days. They also picked me up in the snow which was pretty cool. They give you snacks at the meetings and pay you for coming to the meetings. People actually get to speak at meetings too. 

Compensation and work: The work is hard and fast paced. Although, the day flies by. Once you get the hang of it, theres a pretty regular schedule you follow throughout the day. There was one caregiver to a floor except for 3rd floor which had two because it has the most lifts and high care assisted living residents. There are also two shower aides and sometimes a floater. Thank goodness they have lifting machines. It kinda sucks that its hard to advance from caregiver to medtech because the medtechs that are there have been there a while. ASK FOR HOW MUCH YOURE WORTH. This was the first caregiving job i ever had and i didnt know how much caregivers were supposed to make so i made $12.50 an hour. Until i moved to memory care where the pay difference is 50 cents more :). I actually really appreciate that now that i see other places dont always offer that. Its super easy to get over time here. 

Things i really appreciated: In the cafe, they give you a line of credit that gets taken out of your check at the end of each month. They helped me get in class dementia training, cpr, and firstaide certification at the building. It sucks that they make you take online classes outside of work but they pay you for the time it takes you to do it. They give you about 9 months to get hca certified while employed. Although, you have to pay the 200 bucks yourself and if you fail its $90 to retake it. THEY HAVE SET SCHEDULES HALLELUJAH.  There is always a certified nurse on duty. There is a FULL house keeping staff that keeps the building super clean. Although, they dont always return laundry in a timely manner. One free meal a day! BUT SOMETIMES YOUR COWORKERS EAT WITHOUT SIGNING UP AND SO YOU DONT ALWAYS GET A MEAL >:(. There were shared linen closets on every floor. You dont understand how much this is needed until you work somewhere where they dont have this. Chuck pads are shared and it is a frickin blessing.

Things that sucked: Classes and meetings outside of work. Management can be intimidating. Retention rate is not very high. Sometimes you have to walk soooo far to find a storage closet. Unorganized breaks. You cant dye your hair unnatural colors or have piercings :’(.

Neglect to fix broken kitchen equipment led to a fellow cook quitting due to his condition after warning management numerous times, leaving only me and the executive chef to fend for ourselves with working doubles being the only way the other person can have a day off. After only being here for a month he is already tired of the unsupportive management not allowing him, the executive chef, to do an executive chef's job. When he leaves I will be the sole cook, and I have no idea how I will navigate my role by myself even with the experience that I have. I really don't want to play the role of executive for a basic cook's pay, and I really don't want to continue these seven day work weeks. 
Management has taken away a majority of the resident's options for food other than the main entree of the day, and with many being unable to eat said entree because of dietary/texture restrictions, they are simply out of luck for the day. The goal is to provide "only what is legally required" in our executive director's own words. Why not strive to be better than that? Because someone up the ladder needs a new boat? There was such great potential paired with a full fleet of people who actually cared about the mission, but that mission has been reduced to discovering how little can be provided for the least amount of money, rather than improving the quality of life for our residents. I am absolutely appalled at what this place is, or rather what it has deliberately been caused to become. Rent is increasing simultaneously with the removal of amenities, and for that I think Cogir should be ashamed. After seeing how the residents and their input is brushed off without a word or a second thought, I would most certainly pull my relative out. 

The most enjoyable part of the job: The residents, their families, care staff, and dining team were the most rewarding parts of the role. Building relationships with residents and collaborating with compassionate care and dining staff made the work meaningful. Often the only consistently positive aspect of the job. Truly an 11 out of 10 experience in that regard.

The most challenging aspect of the role: The disconnect between leadership and dayto day management effectiveness. While there was a strong emphasis on “Director” level titles, accountability, accessibility, and clear communication did not always align with those titles. This inconsistency often filtered down to concierge staff, limiting our ability to perform responsibilities effectively and maintain cohesive, professional team dynamics. When communication lacked clarity or corrective follow through, it created operational gaps that directly impacted concierge staff with another.

What I learned from this experience: The importance of evaluating an organization’s management structure, communication practices, and true open door policy before accepting a role. Consistency in leadership standards and accountability is essential to fostering a respectful and productive work environment. Delayed responses, limited availability of leadership, and postponed resolutions can create unnecessary strain on staff and residents alike. This experience reinforced the value of transparent leadership, timely decision making, and structured communication in building a healthy workplace culture. 



A typical day at work was demanding and often unpredictable, with many competing priorities that required flexibility and quick problem-solving.

I learned a lot about perseverance, communication, and how vital it is to stand up for what’s right — especially when advocating for staff and residents. I also gained a deeper understanding of how leadership directly impacts culture, morale, and overall team performance.

When it comes to management,  there were significant opportunities for improvement in transparency, accountability, and consistency. Leadership should empower and support, not discourage or divide. Unfortunately, there were times when communication and decisions from management created unnecessary stress and disconnect among the team.

The workplace culture had some caring, dedicated individuals who genuinely wanted to make a difference, but it was often overshadowed by favoritism, lack of recognition, and poor follow-through from leadership. The people — not the process — were what made the environment meaningful.

The hardest part of the job was trying to maintain a positive and supportive atmosphere for staff and residents while navigating leadership challenges that made it difficult to uphold the values the organization promoted.

The most enjoyable part was the relationships — with residents, families, and team members who truly cared. Those human connections and moments of impact were the reason I showed up every day and why I remain passionate about senior living.

Being receptionist, my tasks are limited. Monday - Friday is often times more busy. However, despite how critical the company thinks it is to have someone in reception 7 days a week its not. We arent a big location. We get maybe 3-6 calls on weekends, mostly for med team. The residents are great, maintenance and housekeeping are incredible. Kitchen crew are pretty great too! The building itself could use some updating but not the worst I've worked in. My experience started rocky with the former BOM. Having her be replaced was one of the best things to happen. However, management very much doesn't listen to feedback. There is no equal expectations or support. Regardless of experience, the continuous talking down to staff like we are incompetent is frustrating. I've seen this in nearly every department. My position and area are constantly taken over by other staff. If I'm assisting someone and a manager happens to be by even if I've said exactly what they say, they're gonna take it over. The disrespectful communication happens regardless of who is around. The support is limited and youre often times not heard. Rather your talked over, corrected and left feeling pretty pointless. Concerns brought to management's attention seems to be more pushed aside than anything. Regardless of if its HIPPA not being followed, drug and alcohol talk on the floor. You name it. This place is a gem in a good location and could thrive so much more.

Admittedly, the residents and staff at Cadence Living exude a remarkable warmth and hospitality. However, I must express my concern regarding the expeditious hiring process and my brief tenure at the facility. Upon being hired, I was informed that I would undergo a series of computer-based modules, encompassing 45 assignments, as well as receive guidance and mentorship from a colleague. Regrettably, I was only required to complete 25 assignments before being thrust onto the floor, where I received a cursory training session on medication administration lasting a mere hour. This approach is undeniably perilous, leaving me feeling apprehensive throughout my shift. Ideally, I should have been shadowing and receiving training from an experienced staff member, rather than being expected to grasp the intricacies of the job within a few short hours.

The responsibility of dispensing medication is a weighty one, and any errors can have severe consequences. Fearing the potential for mistakes and lacking the necessary support, I made the difficult decision to resign after just one shift. It is imperative that the facility develops a comprehensive training program for new hires, one that prioritizes thorough instruction and guidance from seasoned staff members. 

If a resident is fully capable of caring for themselves, the Assisted Living area of this facility is nice. Working in the Dementia unit, however, was concerning. Patients who were unable to care for themselves were neglected, and left unattended. Employees were unwilling to help other staff with two-person assists and patients requiring extra help found themselves sitting on the toilet for a half hour due to lack of help. Both the Med Aide in charge and other caregiver employees would sit on their phone, and socialize with each other in the Nurse Station, without the residents in sight. Employees would take items such as depends or wipes from one patient to another and not replace them. When these issues were brought to Manager's attention, verbally I was assured they would be addressed, but no changes were witnessed.
Any staff who cared about the patients and their care did not stay long because the lack of support from both employees and/or management.
Fairly minor, but also something be aware of, this company advertised employees were able to use a service they provided, free of charge, to receive HCA certification. This resource never worked to complete the course. Management dismissed and did not give any resource to complete.

Typical day was huddle, getting the report from prior shift.  Everyday there were many call outs, leaving other CG's to do the job of two people.  So you are left to do many 2 person tasks alone, which promotes lots of injuries to your back, shoulder's and arms.  You'll work your butt off and be asked to do more, come in on your day off, pick up extra shifts or stay to work a double.  What you'll get is a lousy meal ticket for a free lunch from the bistro.   You'll watch as the favored CG's who continuously call out or are repeatedly late to work are never held accountable or given repercussion's for being late or doing a no-show.  Meanwhile those who do show up on time or work are just expected to keep doing it with a smile.   It's not worth the very little pay.   The residents actually suffer more, because they will never get the top quality care they could from a fully staffed facility that DEMANDS high quality work and training from the Caregivers.   

I worked at the Glenwood senior living location. 

They’re Always making mistakes on your checks, they say they’ll give you bonuses and then you’ll never receive them. Then I send text after text, call after call and still no response as to when I will be getting my moneyLots of people quit because they’re late to pay you and then eventually they say they’ll pay you next pay period, so now ur waiting even longer for ur money. Management is super cliquey and a LOT of drama in this place. People constantly starting one day and then quitting the next. 

the executive director has absolutely no idea what’s even going on with caregivers and nursing directors or residents. it’s very clear a lot of things have been a problem for a while but no solutions from leadership. He’s made multiple people cry & quit. They also paid me less than most even tho I’m a fully licensed CNA & there are lots of people that work here and have been here for years and don’t even have their HCA or CNA license or anything. 

Just apply anywhere else if you want a peace of mind and your hard earned money. 

Applied as a Transportation Bus Driver, ended up working as an Activities Director. No residents at the Cogir I was assigned at wanted to leave or go on outings so there was no need for a driver, instead they wanted someone who is qualified to transport people safely, and be respectful and profession, to be an entertainer for large groups and be the center of attention, which is extremely different from someone who originally wanted to just drive and get people in areas where they have a harder time accessing such as grocery stores, pharmacies, restaurants, etc. As for training, it's isolating and they have you do over 50 training modules and will not let you drive until all training is complete, and the curriculum itself is not even driving related, it's all caregiver/CNA and common information about Dementia, Alzheimer's, and other diseases that take over 5 modules alone to complete just ONE topic. 

Top Job Titles	Average Salary
Medical technician 10 salaries reported	$21.79 per hour
Cook 142 salaries reported	$20.60 per hour
Housekeeper 130 salaries reported	$18.23 per hour
Server 216 salaries reported	$16.27 per hour
Nursing assistant 98 salaries reported	$20.23 per hour

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