Encore Healthcare is a healthcare services organization delivering patient care solutions, clinical staffing and support services to hospitals, clinics and community programs. The company’s core offerings often include nursing and allied health staff...
"I enjoy the people I work with — they are supportive and down-to-earth." That sentiment shows up a lot in employee voices. Nurses, therapists, and administrative staff often say they feel valued for hands-on patient work. You’ll also hear that onboarding can be quick and practical; training is focused on getting you into shifts and caring for residents safely. Some employees mention inconsistent communication across locations, so experiences can vary by site.
The company culture at Encore Healthcare leans toward patient-focused, team-driven care. There is a strong practical bent: policies and routines are built around resident needs and regulatory compliance. For many staff, the culture means camaraderie on the floor and pride in the day-to-day impact. If you are researching company culture at Encore Healthcare, expect a mix of clinical seriousness and collegial support, though corporate initiatives do not always filter uniformly to every center.
Work-life balance at Encore Healthcare depends heavily on role and schedule. Clinical staff who work rotating shifts often say they can get predictable days off once shifts are set, but holiday and weekend demands are common. Support staff sometimes report more regular hours. If you prioritize stable, daytime-only work, you will want to ask about specific unit schedules during hiring. Overall, many employees feel they can balance life and work, but you should expect periods of higher intensity.
Job security is generally stable in patient care roles because demand for skilled nursing and therapy persists. There are occasional site-level reorganizations, yet most frontline staff report consistent employment. Contract and per diem roles will carry typical variability. There is a focus on meeting regulatory standards, which tends to protect core operations and therefore provides a reasonable level of security for employees.
Leadership is described as hands-on at the facility level and more strategic at regional or corporate levels. Local managers tend to be clinically experienced and accessible. Corporate leadership emphasizes compliance, growth, and operational efficiency. Communication from top management is sometimes slower to reach all locations. Leadership priorities are patient safety and regulatory adherence, which they communicate consistently.
Managers are often praised for being practical mentors who understand clinical demands. Staff appreciate managers who advocate for resources and navigate staffing challenges. Criticisms center on variability: some managers are exceptionally communicative and supportive, while others are seen as more task-oriented and less available for career conversations. On balance, managers in direct care settings receive positive feedback for being present and responsive.
There is a clear investment in mandatory clinical training and compliance education. New hires receive role-specific training and periodic refreshers. Opportunities for professional development vary by facility; some sites offer tuition assistance or support for licensing, while others are more limited. If continuing education is a priority, it will be helpful to discuss options during interviews.
Promotions are available, particularly for internal candidates with clinical expertise and leadership interest. Many supervisors and unit managers rise from staff positions. Advancement can require patience and active networking within the organization. The company tends to promote from within when qualified candidates are available, but timelines for promotion can be long at times.
Salaries vary by role, licensure, and geography. Entry-level support roles typically start near local market rates; licensed practical nurses and CNAs often fall at or slightly below regional medians. Registered nurses and therapy staff can expect mid-market pay, with higher wages in urban or high-cost regions. Salaries are competitive for the long-term care sector, but they will not always match acute care hospital rates.
Bonuses are offered in several forms: sign-on bonuses at some locations, retention bonuses for hard-to-fill shifts, and performance-related incentives for certain roles. Incentive programs vary by region and facility, and they are more common for nursing and therapy positions. Expect periodic reward programs tied to staffing needs and quality metrics.
Health benefits are available and include medical, dental, and vision plans for full-time employees. There are options for flexible spending accounts and basic life insurance. Benefits packages are standard for the sector and will look familiar to anyone who has worked in healthcare. Part-time and per diem staff may have limited benefit eligibility, so check specific plan details when evaluating offers.
Employee engagement varies by site. Some centers hold regular staff meetings, recognition events, and holiday celebrations that build morale. Other sites focus more strictly on operations and have fewer social activities. When engagement is high, staff report strong teamwork and visible appreciation programs. Where engagement is low, frontline staff may feel less connected to corporate priorities.
Remote work roles are limited, as clinical operations require on-site presence. Corporate or administrative positions may have hybrid or remote arrangements, and those employees report adequate tools for remote work, such as secure access and meeting platforms. If you need remote flexibility, administrative roles are more likely to offer it than clinical ones.
Average working hours depend on position. Full-time clinical staff commonly work 36 to 40 hours per week across 12-hour or 8-hour shifts. Administrative roles tend to follow a standard 40-hour week. Overtime is intermittent and usually linked to staffing shortages or seasonal demand.
Turnover is moderate and reflects the broader long-term care industry: candidacies come and go, especially among entry-level roles. There is no widespread history of mass layoffs in recent years in core care operations, although site-level changes and restructuring have occurred. Attrition rates can be higher in locations with chronic staffing challenges.
Overall, working at Encore Healthcare offers meaningful hands-on care work in a team-oriented environment with stable employment prospects for clinical staff. Compensation is fair for the sector, benefits are standard, and advancement is possible with commitment. If you value direct patient impact, clear facility-level leadership, and practical training, this company will be a solid match. If you prioritize fast-track promotions, consistently high remote flexibility, or top-tier market pay, you will want to weigh options carefully.
Read authentic experiences from current and former employees at Encore Healthcare
Supportive leadership, flexible hybrid schedule, meaningful patient impact and steady learning opportunities.
Career path isn't clearly defined; occasional understaffing leads to longer shifts during peak seasons.
