Qualified support for your loved one: a ready-to-work friendmentorbuddyDSP

I have searched for a DSP myself before. I asked many friends and family members. Some said no, and others did not work out. They were too close to us and did things their own way, often unwilling to adapt in a manner that worked for us. Using Soter, we accessed a larger and better pool of applicants. We were able to provide more details, and the applicants responded to questions that we formulated. I would have to say that the most important factor in choosing a family buddy is compatibility, both with my daughter and with her parents. The second most important trait is being a self-starter. I want them to understand what is expected and desired, and then take initiative. I would recommend that families who are just beginning their search really think about the traits and skills they are looking for.

We want to thank all the professionals at Soter for assisting us to recruit a highly qualified staff person for our son's Self-Direction program. Their knowledgeable recruiting and determination to find a successful candidate are most appreciated. For us, the experience was timely and effective. We know that your work will help many families find well qualified direct support professionals for Self-Direction programs.

Thank you for your kindness and understanding in our journey. It's really a difficult task to find someone who will come to work and then cope—it is a challenge. I am grateful for the help I have received from the Soter team. Initially, we were looking for one DSP, but we ended up finding two.

Before working with Soter, we found hiring DSPs incredibly frustrating. We spent a lot of time reviewing unqualified resumes, and about half of the viable candidates never responded to our outreach. Soter changed that—we started seeing a higher percentage of qualified candidates, and more importantly, they were responsive when we contacted them. When choosing a DSP, prior experience working with people with disabilities is our top priority. For others starting this process, I recommend structuring roles to offer full-time hours with benefits, and clearly defining minimum qualifications from the start. It saves time and helps filter out unqualified applicants.