Caregiver - $500 New Hire Bonus
This job is no longer available
There are still lots of open positions. Let's find the one that's right for you.
About The Position
Honor is dedicated to improving the lives of older adults, their families, and the caregivers who support them. Since its inception in 2014, Honor has partnered with over 50 local agencies and franchises to establish high standards of care for seniors across the nation. The role of a Care Professional (Care Pro) is pivotal in this mission, as these caregivers are not just employees; they are experts in fostering genuine relationships and providing compassionate care that enables clients to maintain their health, safety, and happiness in the comfort of their homes. As a Care Professional at Honor, you will be equipped with all the necessary tools and support to excel in your role. The organization values the hard work and dedication of its Care Pros, offering competitive pay, comprehensive benefits, and flexible scheduling options that cater to your needs. The compensation for this position ranges from $19.50 to $21.25 per hour, with weekly pay and direct deposit options available. Additionally, new hires can benefit from a $500 bonus, and there is a $700 referral program for bringing in new caregivers. Honor also provides sick leave accrual opportunities, paid training, and paid holidays at a rate of 1.5 times the regular pay. In this role, you will be responsible for building meaningful relationships with clients through companionship and compassionate caregiving. Your duties will include assisting with meal preparation, performing light housekeeping tasks, and providing personal care services such as grooming, bathing, restroom assistance, and managing incontinence. Honor ensures a fast job placement process for qualified candidates and offers dedicated support from a passionate team available 24/7. You will also have access to an industry-leading mobile app that allows for real-time updates on client needs, schedule management, and earnings tracking.
