At Care To Stay Home, 95 percent of employees say their workplace is great.



This review is based on 126 employee surveys, with a 90% confidence level and a margin of error of ± 4.13. It was published on Apr 19, 2018. 1720 Visitors

What Employees Say

When I look at what we accomplish, I feel a sense of pride.
Management is approachable, easy to talk with.
I feel I make a difference here.
Management trusts people to do a good job without watching over their shoulders.
My work has special meaning: this is not "just a job".

What They Do

We asked Care To Stay Home to explain what they do. Here is what they had to say.

Care To Stay Home provides non-medical, in-home care services to seniors who Care To Stay Home, but need assistance through our dedicated, compassionate and professional caregivers. Our team provides one on one care in the comfort and safety of the home environment. 

About this Company

Website: Industry: Aging Services
US Headquarters: Santa Ana, California, 92705 US Sites: 5
Major Locations: St. George, Utah; Spokane, Washington; Torrance, California; Coeur d'Alene, Idaho US Employees: 170
Corporate Structure: Private Founded: 2009

Happy Client with a Caregivers Help

Perks and Programs

We asked Care To Stay Home to share a few programs they feel really capture what's unique about their workplace. Here is what they had to say.

  • Outstanding Service Recognition: Our Management team routinely recognizes employees who go above and beyond the call of duty. Our work often requires a lot of flexibility and variability due to the nature of work we provide. We provide cash bonuses, gift cards and recognition for employees who stay a little later because a patient was hospitalized, or to an employee who picks up an extra shift to cover for another sick employee. This fosters an interdependency within the company culture that states "We are all in this together" and we have seen how employees rally around one another. By simply saying thank you and recognizing employees, we acknowledge the caring and compassionate culture that permeates our entire organization.
  • Training & Registration Program: We believe that one key to improving ones self and economic situation is access to training and education. We offer paid training and continuing education to all of our employees. This training includes information on how to become a Registered Home Care Aide, to training on Home Caregiver skills, best practices and general practices. We provide every employee at least 5 hours of training each year. Our hope is to continually educate our employees and teach them how to use this knowledge to improve their own personal situations. MANY of our employees have used our training to jumpstart their careers in healthcare, eventually moving on to become Licensed Vocational Nurses (LVN) and then move on to get their Registered Nurse (RN) credentials. We feel that one of the most important things we can provide our staff, besides jobs is experience and knowledge.
  • On Call Program: Each week we offer our employees an opportunity to earn some extra money by participating on call. This responsibility acknowledges those employees who may get called in to help cover for another employee should someone be sick or unable to attend work. We want to offer a special recognition and additional compensation if someone is called into work on their day off, above and beyond their scheduled compensation.
  • Community Serve Program: We encourage our staff to give back to the community. We offer time off to participate in non-profit volunteer work, such as cancer walks, Alzheimer's awareness walks, etc. We also have raised money through donations and community education to help support and fund the non-profit organization that supports our aging services and population. This program helps our employees focus on others and allows time to provide meaningful service to those in need.
  • Ageless Alliance: One of our founders and directors serves on the Board of Directors for Ageless Alliance. This non-profit group is focused on reducing elder abuse by connecting isolated adults with their community. Here at Care To Stay Home, we encourage our employees to reach out to our aging population and to visit those who are isolated and alone. We have provided free services to those who were unable to afford the cost for care in the home.
  • Great Work Perks: We participate in the Great Work Perks program and offer all our employees discounts and promotions to local activities, museums, events, etc. This has been helpful to connect our employees to the world around them. It helps to encourage our employees to get out of work and do something outside their normal routine. Life is meant to be enjoyed, not just endured. We strive to encourage our employees to enjoy their time off, do something fun and to live life to its fullest.
Caregiver Helping Client Stand


15 days Paid time off after one year of full-time employment 15 days Paid time off after one year of part-time employment
3 days Paid sick days after one year of full-time employment 3 days Paid sick days after one year of part-time employment
8 Days Paid time off as of first day of full-time employment 8 days Paid time off as of first day of part-time employment

Community and Environmental Impact

20 hours Paid time off to volunteer $100,000 Philanthropic donations in last year


  • Written policy prohibits discrimination based on (at a minimum) age, disability, race/ethnicity, religious beliefs, gender and sexual orientation
Caregiver Assisting a Client Walking
Happy Client and Happy Caregiver

How to Get Hired

We asked Care To Stay Home 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?

Through the hiring experiences of past employees, Care To Stay Home has developed a list of the key characteristics found among our most successful hires. They are: availability, accessibility, adaptability, gratefulness, intelligence, proactiveness, integrity, professionalism, reliability, and self-awareness. In our industry, our employees are responsible for the care of a highly vulnerable population. This means that our hiring process needs to be highly rigorous, allowing only those candidates into the organization whom we believe will operate ethically and with care in situations without supervision. In-home care, one of the most common emergency situations is a Caregiver calling out of a shift. We are responsible for ensuring our clients are taken care of, and therefore need to have dependable backups in place. Many of the characteristics included above are shared by those employees who help us to resolve these emergency situations.

What can prospective employees do to get your attention?

The first chance our recruiting department has to consider a candidate is most often through the application, submitted online. Other avenues prospective Caregivers can pursue are calling our general office phone number (949-916-6705), or even better- acquainting with a current employee of ours and earning a referral. We are most impressed by qualifications like CNA (Certified Nursing Assistant) or HHA (Home Health Aide) certifications, proving an interest and commitment to the industry. We also look for experience working with either, other Homecare agencies, facilities (where they would have likely worked with a variety of patients), or private clients. The more experience, the better. Caregivers with experience offering the services of our “Maximum-level care” clients are the most attractive- with a background in assisting with full transfers (using tools such as gait belts and hoyer lifts), as well as working with bedridden clients who require regular bed baths and diaper changes.

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

The focus of our hiring needs in the coming year is for Caregivers. In November 2017, we opened our second office location in Torrance, California with the intention of separating the management of our Orange County and Los Angeles County clients, and subsequently increasing the density of clients in each area. To reach our growth goals, we will be consistently hiring for Caregivers who live, or can commute to either Orange County or Los Angeles. As described above, we seek candidates who attain certain character qualities, along with either the skill set or willingness to train for the skill set necessary to offer our services.  

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

We would encourage interested candidates to first get to know our company to decide if we align with not only their career interests but also our company culture. If they find that we do, they have a few options to submit their interest. They can apply online through our Employment tab by clicking “Apply Online” and filling out the application- here they can also submit a resume. Another option is to call our office and discuss the opportunities with a member of our Recruiting department, using our Employment line: 949-916-1066. A third option is to walk into our office during our business hours (Monday-Friday between 8:00am - 5:00pm) and fill out an application. 

hiring Outlook

150 Forecasted positions to fill in coming year 42% Job Growth
23 Average applicants per opening 2,300 Total job applicants
20% New hires by employee referrals 75% Openings filled by current employees
45 Recent graduates hired 42% Voluntary turnover for full-time employees
65% Voluntary turnover for part-time employees
* All figures refer to 12-month period prior to reporting, unless otherwise noted.

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