interventionist

registered behavior technician

behavior technician

autism support technician

clinical supervisor

Holding Hands Inc

The good: They pay decently well and do reimburse you for miles. You get flexible scheduling and company provides you with all materials you need 

The bad: This company hires way more people than they should and you’re constantly competing with your co workers to get more hours. Because of an oversaturation with employees you will NEVER get full time work. The CEO and HR will trick you during your interview process that they will “promise” you full time work, but that never happens. You NEED to have a second job with this one. 

This company also doesn’t do a good job informing you about what you will expect at the work place. They try to have their counselors convince parents that play therapy is an effective modality, when lots of evidence says it lacks reliability and validity. There’s a reason insurance doesn’t cover it. They assign you to clients who are not interested in playing with ANYTHING and expect you to just follow them around for 6 hours a week. They also blame you when a client becomes aggressive during session and never offer you support. 

Supervisors CONSTANTLY ghost you and don’t care about giving you any tools to do your job better. In the extremely rare opportunity a promotion opens up, they nitpick every possible reason to not promote you to keep you at the pay you’re currently at. Clients would also frequently cancel session and the scheduler would fail to let counselors know, thus making them drive all the way for no reason, and not compensating them full time. If a client cancels session you’re screwed from getting paid. They care about money more then their actual employees 

As someone who spent many years with Holding Hands, it has been extremely disheartening to see how much the company has changed over the past year and how far it has drifted from the family-owned clinic I first joined. With the shift toward a more corporate, bottom-line approach, the quality of services and consideration for team members has declined quickly. HR leadership changes every few weeks, making it unclear who to contact. Meetings often leave staff confused and without clear direction. When major transitions occur, especially those that directly affect our livelihood, there is rarely anyone available to check in or offer support. While the work itself is meaningful, a job is a two-way street, and as much as we give, we should receive at least a basic level of respect and consideration in return.

•	Aimed to improve socially important behavior by using interventions that are based upon principles of learning theory and that have been evaluated in experiments using reliable and objective measurement.
•	To increase behaviors (e.g. to increase on-task behavior, or social interactions) and to teach new skills (e.g., life skills, communication skills, or social skills);
•	To maintain behaviors (e.g., self control and self monitoring procedures to maintain and generalize job-related social skills);
•	To generalize or to transfer behavior from one situation or response to another (e.g., from completing assignments in the resource room to performing as well in the mainstream classroom);
•	To restrict or narrow conditions under which interfering behaviors occur (e.g., modifying the learning environment); and
•	To reduce interfering behaviors (e.g., self injury or stereotypy).
•	Worked one-on-one with clients at their homes to help analyze their behaviors, identify potential problems/issues and suggest appropriate treatments for those behaviors that may impede on their ability to become generalized and mainstreamed.
•	Used many strategies and techniques using the Applied Behavior Analysis (ABA) model, play therapy, music therapy, and parent training and involvement within each session, using modeling strategies, and using hand-over-hand techniques.

During my last year at Holding Hands Inc., the level of disorganization in management became increasingly difficult to work under. There were constant policy changes, high employee turnover, and significant gaps in communication, all of which created unnecessary stress across teams. BCBAs were often expected to train new hires on top of their existing workload, yet many of these employees did not stay long due to misleading information provided during interviews and onboarding. As a result, both administrative and field staff were left to manage the fallout and were often blamed for issues caused by the lack of support in the field.

When I first started, the work culture was genuinely positive. However, over time, the entire dynamic shifted. Micromanagement became excessive, despite the fact that staff understood their responsibilities and consistently met expectations. The so-called “office managers” provided minimal support, frequently being unavailable due to meetings or trainings, leaving employees without guidance when it was most needed.

Overall, what once felt like a supportive environment became increasingly unstable, poorly managed, and stressful. If I could give this company zero stars, I would. I would never recommend anyone to work here.

My experience with this organization was challenging due to ongoing issues with management, communication, and staff support. There were concerns about workplace boundaries and professionalism, including situations where management interactions felt inappropriate and outside of established roles or responsibilities.

Several staff members, including leadership, communicated in a manner that often felt dismissive or disrespectful. These concerns were reported, but there was little to no visible follow-up or improvement.

Over time, multiple programs that supported clients were discontinued without sufficient planning or support for the employees delivering those services. This resulted in reduced hours and uncertainty for staff. Communication around these changes was inconsistent, and follow-ups frequently required multiple attempts without clear resolution.

Additionally, organizational responses to broader community issues felt inconsistent, which was disappointing given the population they serve.

Overall, while the mission has potential, the lack of consistent leadership support, accountability, and clear communication made it a difficult place to work.

A typical workday begins either in the clinic or through virtual sessions. Over the years, I have gained extensive experience working closely with families, which has strengthened my skills as an effective and responsive therapist. While I have grown significantly in my clinical practice, the organization presents certain challenges.

Management structure and communication can be inconsistent, and the workplace culture can feel somewhat segmented at times. The most difficult aspect of the role is the financial instability due to frequent client cancellations, for which therapists are not compensated. Although the position is often advertised as full-time, achieving consistent full-time hours is uncommon. These discrepancies between expectations and actual scheduling contribute to a sense of unmet commitments within the organization.  The most meaningful aspect of this position is observing measurable progress in clients as they develop new skills and achieve their therapeutic goals.

My experience at Holding Hands was positive until the arrival of new management backed by private equity last year. Previously, we prioritized our clients, but now the focus has shifted solely to profit and rapid expansion. The current leadership is aggressively pursuing growth without regard for accountability or the quality of care provided. The new managers are primarily motivated by financial gain and often resort to deceit to convince staff that their actions are beneficial. Clients are now viewed merely as sources of revenue. What was once a caring, small organization dedicated to the well-being of children has transformed. The company has brought in highly compensated executives while undercompensating the dedicated employees who truly contribute to the mission. The HR department is unresponsive and appears to lack clarity in their processes, making it challenging to obtain a review. The so-called "expansions" team is ineffective, and their ambition to become just another large, low-quality agency is detrimental to both staff and families.

High staff turnover.  There are too much expectations without compensation - driving in heavy LA trafic, demanding paper work (notes, reports), cumbersome meetings with only minimum wage, working in poor neighborhoods in the evenings, no pay vacations, no medical benefits for PT staff, and no annual raise (even you ask for it) if the management does not like you.  On top of that, when you request no-pay time off, you need to find your own coverage and your request won't be approved otherwise.  Your income is NOT guaranteed as you get nothing when your client cancels your session.  However, the agency puts pressure on you to make up if you cancel the session for whatever reasons. The management is very biased.  They give you a generous raise/promotion if you belong to an "in group" but it is not based on your effort/quality of work.  This agency appears to have done a lot for children with special needs but they don't care about retaining good quality therapists.  If you enjoy working with kids,  don't mind the unattractive pay and not being treated like a professional, it is the job for you.

I worked here for three years as a Floortime Therapist.  It's a lot different than ABA which many of the parents have had bad experiences with.  Monthly employee meetings and updates were quite beneficial.  Management was responsive and helpful.  Its not atypical to lose 4-6 hours per week due to outside factors, even if you are scheduled full-time.
 Being in CA, the mandates impacted the company quite a bit.  I'm not familiar how they rebounded, but I would recommend the company for those passionate about working with children with disabilities.  The pay was sufficient.  The best part of the job was the clients.  Working with them is rewarding and fulfilling as you see their progress.  The worst part was engaging with some of the parents.  Working with them can be either hugely beneficial or quite challenging, or both.  But it is part of the Floortime model.

This is a place where you begin to learn clinical skills when working with children with special needs.  Once you have acquired skills, the growth is very limited. They provide weekly mandatory training on Floortime strategies and behavioral intervention.   However, these meetings and trainings are a complete waste of time to a highly experienced staff.  The worst part of the job is driving between clients’ homes given the notorious LA traffic.   At times, client cancels at the last minute and you have wasted your time in the traffic. It is a time consuming job but the hourly pay does not justify the amount of time driving back and forth, and the amount of paperwork required.   Many part-time employees feel like they are working full-time except that they don’t get paid enough. I.e. commute time from your home to the first client.

Top Job Titles	Average Salary
Interventionist 137 salaries reported	$26.41 per hour
Registered behavior technician 2 salaries reported	$25.00 per hour
Behavior technician 72 salaries reported	$24.25 per hour
Autism support technician 152 salaries reported	$24.24 per hour
Clinical supervisor 83 salaries reported	$84,982 per year

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