Wouldn’t work there - Anonymous employee The CareSide Employee Review

Conditional Flexibility: Working arrangements can be flexible, provided you are in management's "good books." Good Tools: Functional and decent internal work systems and software. The People: Opportunities to connect with some wonderful clients and build collaborative relationships with a few supportive team members in the Perth office.

Sales Prioritised Over Clients: Revenue and aggressive sales targets consistently come first, strictly taking precedence over client wellbeing and actual care needs. This corporate hyper-focus strips away the human side of providing authentic home care. Toxic Sales Pressure: Care Managers are subjected to intense, relentless pressure to meet these metrics, creating a hostile work environment for those who want to focus on genuine care. Uncompetitive Benefits & Pay: Base salary across the board is significantly below the industry average. There are no real competitive benefits on offer—lacking standard industry incentives like salary packaging or 5 weeks of annual leave. Underpaid Clinical Staff: Registered Care Managers with clinical qualifications are severely underpaid, earning less than non-clinically qualified care coordinators at rival providers. Management Bullying: A toxic dynamic exists among leadership; certain managers engage in bullying behaviours and collectively stick together to target or isolate individual staff members, leaving you with no real internal recourse. Conditional Career Growth: Internal opportunities are highly limited and volatile. Advancing depends entirely on staying on management's "good side," and your standing can be instantly stripped away over a single minor mistake. Severely Overworked: Staff are consistently stretched to their absolute limits, managing unsustainable workloads without adequate support or resource allocation. Compliance Over Care: Management takes regulatory rules to an extreme level that ignores and dismisses the true personal needs and meaningful care of clients. Culture of Silence: The overall culture feels exploitative, demanding absolute compliance and silence ("keep your mouth shut") while offering very little support. Rigid Contracts: The contract mandates a strict 4-week notice period, which completely clashes with standard Fair Work award practices for staff under probation or short tenure. Poor Offboarding: Post-employment transition lacks basic professional courtesy; leadership completely turns their back on you the moment you give notice.

Flexibility & Work-Life Balance • Ability to choose your own hours and shifts, giving great control over your schedule. • Shifts are close to home, reducing travel time and making work more convenient. Supportive Management & Team • Managers and rostering teams are excellent with communication, ensuring smooth scheduling and quick responses. • Management team is wonderful and supportive, making staff feel valued and respected. Job Satisfaction • Clients are lovely, creating rewarding and positive interactions. • Opportunity to work independently, which suits those who enjoy autonomy and responsibility. • Provides a strong sense of purpose, helping elderly clients remain comfortable and cared for in their own homes. Overall Workplace Culture • A workplace that values trust, respect, and compassion. • Feeling like a valued member of the organisation, not just a number.

Shifts can sometimes be short, which may feel limiting if you’re seeking longer hours. However, this can also be a pro for those with other commitments such as study, family, or personal projects, as it provides flexibility and balance.