At Advocates for Human Potential, 75 percent of employees say their workplace is great.



This review is based on 84 employee surveys, with a 90% confidence level and a margin of error of ± 3.30. It was published on Jul 21, 2016. 1757 Visitors

What Employees Say

I believe management would lay people off only as a last resort.
I'm proud to tell others I work here.
I am able to take time off from work when I think it's necessary.
People care about each other here.
People here are willing to give extra to get the job done.

What They Do

We asked Advocates for Human Potential to explain what they do. Here is what they had to say.

For 30 years AHP has worked passionately to improve health systems and business operations through research and evaluation, training and technical assistance, and professional consulting to help organizations and individuals reach their full potential.

About this Company

Website: Industry: Professional Services
US Headquarters: Sudbury, Massachusetts US Sites: 4
Major Locations: Albany, New York; Germantown, Maryland; Chicago, Illinois US Employees: 97
US Revenues: $21 million Worldwide Revenues: $21 million
Corporate Structure: Private Founded: 1986

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Perks and Programs

We asked Advocates for Human Potential to share a few programs they feel really capture what's unique about their workplace. Here is what they had to say.

  • All-Staff Gatherings: Every 12 to 18 months, AHP holds an all-staff gathering. The event is organized and held in a conference center, typically in well-appointed surroundings local to the corporate office in Sudbury, MA. All employees from all corners of the country are invited, expenses paid, to attend this two-day event. Activities include a welcome and introduction from AHP’s CEO, followed by concurrent workshops highlighting projects, lessons learned, new processes and procedures, and company performance and results. There are opportunities throughout the day for social networking followed by an evening of drinks, dinner, and participatory entertainment (the most recent one was karaoke, where we learned that some people have hidden talents). Staff rave about this event and the opportunities it provides for interaction and learning.
  • Themed Parties: AHP encourages staff to plan and hold parties on topics of interest to staff and supports the events by organizing and communicating the event details and funding refreshments and prizes. Staff have been holding and participating in a Halloween contest and prize-award party for the last four years, bringing in carved pumpkins to compete for “Ugliest,” “Most Creative,” and “Funniest” categories among others. Other examples include “Soup and Stew Day” and “High Tea” with crumpets and clotted cream.
  • Work-Life Balance: AHP supports flexibility and balance for staff seeking work-life integration. Examples include modifying hours for those pursuing higher educational degrees, volunteering in the community, or raising a family. There are generous policies for those facing life-changing or even life-threatening situations, but beyond the benefits package, staff have the support of supervisors and senior management to “do what they need to do” to take care of themselves and their families. The attrition rate at AHP is quite low because people are able to perform the work they are passionate about while having the time and support to focus on other aspects of life that refresh and refuel their energy.
  • Albany Office Events: AHP’s office in Albany hosts several events throughout the year to encourage connection and increase morale. There are several regular events: celebrating birthdays of staff with a special lunch and cake on a monthly basis; holding annual summer picnics; and a holiday party, held at the home of our senior director of operations. The picnic takes place at a local town park. AHP provides sandwiches and refreshments; staff bring deserts. People play games and swim. People can (and do) bring their children. The holiday party is held in early evening, with AHP providing main dishes while staff bring deserts and various sides.
  • Games and Competitions: AHP’s people are always ready to play a game and sometimes their competitive side comes out. Last year’s holiday party involved a Family Feud-style game where teams tried to give the most popular answers to questions about AHP’s history, company benefits, and even the CEO’s quirks. This year's party saw the Sudbury office divided into teams to compete in solving a murder mystery (rest assured: nobody was actually murdered). Participants were given costumes including wigs, hats, and even fake mustaches to get everyone more involved in the activity.
  • Profit-Sharing: AHP redistributes a percentage of its profits to employees each year. In 2015, 53% of all organizational profits were reallocated to AHP staff.
  • Extras: Every year, AHP designs and distributes a souvenir gift to all employees. In years’ past, the company provided company-customized fleece jackets to each staff member, rain jackets, keychains, and more. AHP arranges an annual agreement with a nearby fitness gym and field house to allow free access on Fridays to AHP employees interested in a game of basketball, volleyball, or other activities.


$40,760 Average salary and additional cash compensation for Administrative Assistant $107,646 Average salary and additional cash compensation for Senior Program Manager
100% 401(k) match of employee's contribution, up to 3% of an employee's salary65% Company-paid health coverage for employees (Employees who choose employee-only (single) coverage)
50% Company-paid health coverage for dependents (Employees with employee + spouse and employee + child(ren) coverage) 33% Company-paid health coverage for part-timers
20 hours Weekly hours required for part-timers to receive health insurance


  • 401(k)
  • Pre-tax savings account


  • Free snacks during the day
  • Personal travel service
  • Free beverages during the day
Holiday Party


31 days Paid time off after one year of full-time employment 15 days Paid time off after one year of part-time employment
Set days Paid sick days after one year of full-time employment


  • Telecommute option (8% use it)
  • Phased retirement planning (2% use it)
  • Compressed work weeks (1% use it)


60 days Job-protected maternity leave60 days Job-protected paternity leave
60 days Job-protected parental leave for adoptive parents


  • Elder care resources
  • Paid sick leave to care for a child or relative


  • Medical care
  • Vision care
  • Mental health care
  • Fertility treatments
  • Dental care
  • Prescription drug subsidy
  • Alternative treatments (such as acupuncture, homeopathy, or chiropractic)

Community Involvement & Philanthropy

$10,000 Philanthropic donations in last year


  • 'Director, Human Resources' is accountable to formal recruiting and retention diversity goals
  • Married employees in same-sex or heterosexual relationships receive the same benefits
  • Non-birth parents in same-sex relationships can take parental leave
On the mic


Let's Celebrate

How to Get Hired

We asked Advocates for Human Potential for some inside information on how to get hired at the organization. Here is what they had to say.

What key characteristics tell you a prospective employee will be a great fit for your company?

We look for people with a desire to make a difference in the lives of the people we serve. (This includes people with addictions and substance use issues, those in the criminal justice system, individuals experiencing homelessness, individuals with mental health problems and veterans). People who have a desire to work in an adult environment where initiative is celebrated and inertia is discouraged do well at AHP.  We like people who possess a desire to work as part of a team, rather than a “lone ranger.”  Finally, we want people with a passion for and a love of the work that we do, but who also have a balance in their life.

What can prospective employees do to get your attention?

People who come prepared get our attention.  We’re looking for people who truly understand our mission and have a passion for helping those we serve.  At the same time, we like candidates who ask a lot of questions.  These individuals comprehend that they don’t know everything and aren’t afraid to let others know this.  They ask insightful questions, and you can tell that they leave any interview or other interaction having learned something new.  We don’t need our candidates to create over-the-top videos or send balloons. (Though once in a while that would be a lot of fun.)  We’d rather concentrate on substance and have people get our attention by showing us that they are confident yet inquisitive individuals.

Are there any positions or types of candidates you are particularly focused on hiring in this coming year?

We are anticipating that we will be awarded our largest-ever contract in a few months.  This new project will require us to focus much more on data and will, therefore, require us to focus on hiring data analysts, statisticians and data visualization specialists in addition to scientific writers and Section 508 compliance specialists.

What should interested candidates do to find out more and get started?

Interested candidates should start by looking at our website.  It was completely redone from top to bottom, and the new version was unveiled a couple of months ago.  We included much more information for prospective employees and are continuing to add content.  Candidates should also go to our LinkedIn page, where they can get a better sense of the real-world effects of what we do.  There, they will find the latest news about AHP, articles and blogs from our subject matter experts, links to when our people get quoted in the press, and descriptions of when they are appointed to significant positions on boards or commissions.  It helps job-seekers understand the breadth of topics we cover and see how we have an impact in the world of behavioral health.

hiring Outlook

40 Job openings forecast for coming year 5% Job Growth
25 Average applicants per opening 301 Applications received
12 Positions filled in past year 58% New hires by employee referrals
5 New positions created 1 New graduates hired
9% Voluntary turnover for full-time employees
* All figures refer to 12-month period prior to reporting, unless otherwise noted.

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