A Breakdown of Compensation at A Place for Mom
For job seekers considering a career at A Place for Mom, understanding the compensation structure is essential for setting realistic salary expectations. The pay at this senior care referral service is not uniform across all positions; rather, it is a multi-faceted system influenced by a variety of factors, including the specific role, experience level, location, and individual performance metrics. The company employs a wide range of professionals, from care advisors who work directly with families to a corporate team supporting sales, marketing, and technology, each with its own pay scale.
The Sales and Advisory Compensation Model
The most common roles people inquire about are the sales and advisory positions, such as Senior Living Advisors (SLAs), Elder Care Advisors, and Inbound Sales Representatives. Compensation for these roles typically consists of two main parts: a base salary and a variable component, often an uncapped commission or bonus structure based on performance.
Inside Sales Representative
An Inbound Sales Representative, often called a Welcome Advisor, fields a high volume of inbound calls from families seeking senior care options. These roles typically have a base salary plus bonus potential based on performance. Salary postings for this position suggest a base pay in the mid-$40,000 range, with on-target earnings significantly higher, potentially reaching into the mid-$70,000s or more if sales targets are met. Performance is often tied to metrics like lead conversion, scheduling community tours, and ultimately, move-ins.
Senior Living and Elder Care Advisors
Senior Living Advisors (SLAs) guide families through the entire process of finding the right care option. Their compensation also includes a base and commission. Reports indicate a base salary that, when combined with commission, can lead to on-target earnings that vary widely depending on performance and market. The commission is often tied to the number of successful move-ins generated. One important note from former employees is that there may be a minimum threshold of move-ins to hit before any commission is paid. If an advised move-in falls through, it can negatively impact monthly quotas and earnings.
Factors Influencing Variable Pay
The variable pay component, particularly for sales roles, is contingent on several moving parts:
- Quota Achievement: Compensation is directly tied to hitting monthly or quarterly quotas. Missing a quota can drastically reduce or eliminate the bonus or commission for that period.
- Move-in Rates: Because A Place for Mom's revenue comes from commissions paid by senior living communities for referred move-ins, this is a key metric. Advisors who facilitate more move-ins earn more. The commission structure has reportedly been a point of contention for some employees due to its complex and sometimes unforgiving nature.
- Market and Location: Geographic market can impact salary, with some higher cost-of-living areas potentially having higher base salaries or more lucrative commission opportunities.
Non-Sales and Corporate Roles
Compensation for non-sales roles at A Place for Mom, which often reside in marketing, product, and technology departments, follows a more traditional salary-and-bonus model. Data from compensation sites shows a broad range for these positions.
- Technology Roles: Positions like Senior Software Engineer and Director of Product Management command higher salaries, often well into the six figures, reflecting market rates for tech talent.
- Marketing Roles: Roles such as Content Manager and Copywriter have competitive salaries that vary with experience and location.
- Customer Success and Management: Other roles, like Customer Success Manager, also offer solid salaries and may include bonus structures.
Comparing Compensation Sources
When researching salaries for any company, it's important to consult multiple sources, as figures can vary. Employment platforms like Indeed, Glassdoor, and Comparably collect data through different methodologies, leading to variations in reported averages.
| Job Title | Indeed (Average/Range) | Glassdoor (Average/Range) | Comparably (Average/Range) |
|---|---|---|---|
| Senior Living Advisor | $50,084/yr | $88,108/yr (est.) | $55K-$91K/yr |
| Inside Sales Rep | $45,000/yr | N/A | $51,500/yr base (OTE $86,500) |
| Customer Success Manager | $97,698/yr | $65K-$99K/yr | $64K-$102K/yr |
Note: Salary figures are estimates based on data from various employee reporting sites and can change. On-target earnings (OTE) represent the total potential compensation including variable pay. It is crucial to check recent and specific job postings for the most up-to-date information.
Benefits and Workplace Culture
Beyond salary, A Place for Mom offers benefits packages to full-time employees, which typically include health, dental, and vision insurance, a 401(k) with a company match, and paid time off. Many roles are remote, which is a significant benefit for work-life balance.
However, employee reviews on sites like Glassdoor and Indeed reveal mixed perspectives on the workplace culture and compensation, especially concerning the sales environment. Some employees praise the supportive team culture and the rewarding nature of helping families, while others criticize high quotas, intense micromanagement, and constant changes to the commission structure. Understanding this dual perspective is important for anyone considering a role, especially in sales.
Final Thoughts on Compensation
The compensation at A Place for Mom, particularly for sales roles, is not a fixed figure but a dynamic structure dependent on individual performance, market, and company incentives. While high-performing sales advisors have the potential for significant earnings through uncapped commission, other employees may experience more consistent salary-based pay. Prospective applicants should carefully weigh the potential for high commission against the reported high-pressure sales environment and complex compensation rules to determine if the role is the right fit. It is highly recommended to clarify the specific compensation plan during the interview process for any position.
