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      NOCD

      Engaged employer

      NOCD reviews

      Worst mistake ever - Manager NOCD Employee Review

      1.0
      24 Mar 2023
      Manager
      Recommend
      CEO approval
      Business outlook

      Pros

      Work from home full time The "lower level" workers were some of the best people I know. Hard workers who weren't afraid to speak up with ideas, team leads who truly heard their ideas and escalated them.

      Cons

      Poor leadership Horrible higher ups 0 work life balance Bad morale NO communication across the board Refusing to hire while demanding increases in numbers I could go on and on about my time at NOCD but what it really comes down to is that I used to brag about working there and believed in what I did until I became a manager. Then I understood that not only was I privileged to have a manager who shielded me from upper management (CEO, CFO, anyone who attended growth) and their horrific expectations, but also just how toxic they are, ESPECIALLY Stephen Smith and Larry Trusky. I would be called on my days off, chastised when I would stick up for my team and others, watched people who had built everything the company STILL uses to this day get fired or burnt out, for what? A company that still fails to pay their staff on time, still encourages not talking about your wages with your coworkers, toxic work place habits, and praises the people who sell their souls for a job? Seems unfair and outdated. Overall my review went from 5 star to 1 star and frankly everyone I know who has left there has felt the same, and if they say otherwise I bet you can guess what level they worked in.

      avatar
      NOCD Response
      2y
      We appreciate you taking the time to share your feedback. It’s great to hear that you had the opportunity to work with some amazing individuals while here at NOCD. We’re committed to improving the experience for each employee here at NOCD and your input regarding communication within the organization is helpful in doing so. We are currently focused on improving communications based on feedback that we’ve received through conversations with our employees and our different engagement surveys. If you’re open to discussing further, we’d love to hear more about your experience. Our People Operations team and managers are always open to discussing feedback and potential solutions — feel free to reach out at any time.

      Explore other reviews about NOCD

      5.0
      17 Apr 2026
      Therapist
      Recommend
      CEO approval
      Business outlook

      Pros

      - it really feels like I am making a lasting impact in the lives of people who are suffering - great support from my clinical manager, the training team, the NOCD community, the member advocate team, and IT - varied and interesting trainings and modalities - I definitely feel well compensated for my work and that my healthcare is much better than in prior positions - fully remote (I do NOT miss my office commute!) - coming from a community mental health setting, we just have so many resources available to us at NOCD; you don't have to beg and scrape for help or worry about the financial state of the program long term

      Cons

      - you do have to meet expectations for sessions in terms of the overall number (25 hours minimum per week) and targets for treatment improvement, and work nights and weekends (up to 10 hours). I don't mind this because I love the flexibility of free time during the day, the documentation feels much less intensive than at other jobs I have worked at (especially with AI tools), and I like the challenge- but I imagine it's not for everyone - the overall structure is definitely corporate at upper levels. I don't mind this because I got so burned out on community mental health and nonprofits, but some people might chafe against it

      1.0
      30 May 2026
      Salaried employee
      Recommend
      CEO approval
      Business outlook

      Pros

      I wish I could recommend working here because the mission is important and the therapy helps a lot of people. There are talented therapists and employees throughout the company who care deeply about the people they serve. Unfortunately, the culture makes it difficult to recommend.

      Cons

      Stephen Smith often talks about wanting to end the mental health crisis. That message rings hollow when so many of his own employees experience chronic stress, burnout, extreme micromanagement, unrealistic expectations, poor work-life balance, and communication that can be demeaning or dismissive. These are not isolated issues or the result of a few bad managers. They are the direct result of the culture Stephen has created and continues to reinforce throughout the organization. The culture revolves around keeping Stephen happy, and fear is often used as a tool to maintain that dynamic. Employees quickly learn that approval matters more than collaboration. This creates an environment where politics and self-preservation often outweigh teamwork, trust and effective communication. Employees are often made to feel that spending time with family, setting boundaries, or prioritizing their own well-being reflects a lack of commitment to the mission. For a company in the mental health space, the gap between what is said publicly and what employees experience internally is hard to ignore. It is also difficult to overlook the lack of female representation in senior leadership despite a workforce that is overwhelmingly made up of women. I do not believe that is accidental.

      1
      avatar
      NOCD Response
      5d
      Thank you for this feedback. We appreciate you highlighting the dedication of our talented clinicians and the importance of our mission to provide impactful therapy. We hear your serious concerns regarding burnout, leadership dynamics, and the cultural alignment within the organization. It is troubling to learn that you felt the internal environment valued compliance over collaboration, or that setting personal boundaries was viewed as a lack of commitment to our mission. We also hear your specific note regarding gender representation within senior leadership, and we recognize the impact these experiences have had on your perspective of the company. We apologize for the frustration, lack of support, and dissatisfaction you experienced during your tenure. As an organization driven by a Member First mindset, we operate with a sense of Consistent Urgency to transform the behavioral health landscape and make evidence-based care widely available. To achieve this, we hold ourselves deeply accountable to outcomes and metrics. While this level of transparency can be uncomfortable and can sometimes be felt as micromanagement, tracking these data points is what allows us to secure payer coverage for specialty treatment. This is how we collectively break the status quo of misdiagnosis and ensure our members get the effective care they deserve. Our mission and our operational methods are deeply connected, and while confronting the areas that need daily improvement is challenging, it is how we responsibly scale our impact for the people who need us most. To address these concerns constructively, our leadership team is committed to evaluating our metrics to align with the well-being of our clinicians and non-clinical employees. Additionally, our People Team remains committed to refining our internal processes to foster a more balanced, transparent, and supportive environment for our colleagues. We strive to foster an internal environment that truly honors our mission from the inside out, and we will continue utilizing feedback like yours to drive continuous, meaningful improvement across all levels of leadership.
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