Pros
Remote/work from home. Mid-range pay among remote vet tech jobs. Enjoyable work/interaction with clients.
Cons
Where do I even begin? After several years working for GV, the following is based solely on my personal experience and observations during my time with the company, and solely reflects my personal opinion: • Pay is $20 per hour. It has been this rate since they started in 2017, and they refuse to ever raise it. A few people have been there for 3, 4, 5, or 6 years and are still making that $20 per hour because management does not believe in rewarding tenure or loyalty, only "performance" -- except they DON'T GIVE ANY PERFORMANCE BONUSES or pay higher wages for good performers. The good performers are paid exactly the same as the poor performers. Management would rather fire everyone and use all AI than pay people what they are worth. They also stopped paying extra for picking up shifts or filling in where help is needed. They expect you to pick up shifts for the normal pay rate "because you want to help". • No benefits. For F/T people over 40 hours, there is a health insurance option but it's terrible. There is no dental, vision, 401k, nothing else in terms of benefits. • You receive minimal training before being thrown in the deep end and expected to sink or swim. You get 3-4 short 1-2 hour "training" shifts before being released solo, and are expected to start taking live calls during your second training shift with no practice. • High employee turnover rate. Several people quit or are fired every month and when new people are hired, only 1 out of every 10 is still with the company after the first 30 days. Most don't even make it through training because they realize the toxicity and poor leadership early on. This turnover rate also applies to management, they get fired too -- they just disappear, you go to email or message them for an issue and their email comes back as no longer in service because they were terminated and no one knew. Operations, Training/Team Leadership, Sales, Marketing, literally no one is exempt. We went through 5 Managers of Operations in 6 months last year. • Prime example of how our turnover and how GV operates: We had Team Leads for several years that supervised shifts, were there to answer questions from techs and CSRs on shift and ensure everyone was supported, handled call-outs and DVM concerns, handled call reviews, etc. Our TLs were indispensable roles and people, and were our first-line supervisors like most companies and call centers have. Then in one fell swoop in 2024 it was announced in a beginning of the year company-wide mandatory meeting on Zoom that GV management "realized that there are some Team Leads who shouldn't be", and instead of individually reviewing and demoting those Leads, they decided to FIRE EVERY SINGLE TEAM LEAD and immediately drop their pay by over $3 per hour as they are now just Triage Technicians again. Management then said they would open up applications for "anyone interested" to apply and be chosen for a different but similar role that paid less. They then passed on all the TL responsibilities to the rest of the technicians as "volunteer" work and with no pay raise. This caused 28+ people to quit, resign, or get fired within 30 days. We've had several instances where 10-20 people quit or were terminated all at once as a result of management decisions. • Management does not take any staff concerns/needs into consideration. When team members bring up questions or concerns, the threads and comments are deleted, and everyone is constantly told to "e-mail management" instead. But then those e-mails never get replied to and concerns are never addressed. I feel these are union-busting techniques so that the team cannot see that others also have the same struggles and concerns, and want it hidden and e-mailed instead as they know there is strength in numbers. • There is absolutely no room for expression of concerns, fears, worries, or struggles, even if presented professionally and tactfully. People are fired on the spot for doing so and everyone walks on eggshells constantly. • There is absolutely NO job security because management knows they can just post an ad on Indeed and get 600 applicants to fill your spot, as so many technicians are looking for remote work and haven't seen these reviews or don't care. • If you are promoted to Coach or any Admin position, you are asked to take on more and more management responsibility, more and more duties, more and more hours, all with no extra pay, no additional promotion, nothing. • Having new rules, protocols, and software changes, as well as new clinics going live, suddenly implemented overnight with no notice, no training, no ability to practice or go over the new workflows, and you're threatened with write-ups or termination if you don't immediately adapt and figure out how to utilize it 100% perfectly off the bat. • I strongly feel that management only cares about money. They want you to tell someone to come into the hospital even when the pet has nothing wrong with it, because the hospital pays for GV's service and expects a "return on investment". They even temporarily ran contests and gave Amazon gift cards to those of us who got the most people to come into an ER hospital client of theirs without triaging. • Scheduling is a nightmare, and they keep changing how they do it and taking away peoples' hours when they lose customers and have to reduce budget expenses. No stability at all, and no negotiation or forewarning. This week you might work your normal 30 hours you signed up for, next week you may get half of them stripped. This week you may have your normal set schedule, next week they may switch to a brand new block schedule because management seems to think this will solve their many issues, and tell you weekends are now mandatory and will be assigned last minute so you can't ever make any plans. • There is absolutely no care for you as a person, you're just a cog in the machine, a number in their metrics.