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International Rescue Committee

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Amazing organization, but not the best at training employees - Recensione dipendente - Program Officer presso International Rescue Committee

4,0
3 set 2014
Consiglia
Gradimento del CEO
Pronostico commerciale

Vantaggi

Wonderful work culture, your colleagues are there to provide support if needed. Great at sending to you in the field to get a better sense of on-the-ground programs (and this is a major plus because it gives you great insight as to how to effectively run programs within the 'real world' context). I was very impressed with everyone that worked there - you can't get away with working here with a poor work ethic. Dedicated, smart, hard-working people throughout. I was proud to work there.

Svantaggi

Departments can be stretched thin in providing the needed support and training to new comers who may need that extra bit of attention when first starting out at the company. Burn-out (lots of requirements and not enough guidance to know that you're heeding them). Pay could be better, but then remember what you're working for and the % of resources that goes towards meaningful and much needed programs abroad.

Esplora altre recensioni su International Rescue Committee

5,0
12 mar 2026
Consiglia
Gradimento del CEO
Pronostico commerciale

Vantaggi

Had a wonderful time interacting with the students and coworkers. Really appreciate the work of the IRC in supporting migrants.

Svantaggi

No Cons to speak of

2,0
22 apr 2026
Dipendente anonimo
Consiglia
Gradimento del CEO
Pronostico commerciale

Vantaggi

You will meet some amazing and passionate people here who are truly there for the mission. Many came to this country as refugees and immigrants themselves and continue to devote their lives to helping others going through similar experiences. If you end up on the right team, it's an extremely rewarding job.

Svantaggi

Unfortunately, the HQ upper management makes it a toxic place to work. VPs regularly undercut each other publicly (including at all-team meetings and gossiping negatively with staff), especially when potential job cuts were on the horizon. C-Suite didn't listen to staff concerns about upper management and didn't investigate major departures by dedicated staff who left due to poor management despite their dedication to the mission. Leaders picked favorites, ignoring work performance (excusing mediocre performance in some, having high standards for others), and preferred yes-men over staff who wanted to think more critically about the work. Projects were pushed too quickly, despite concerns that it could be detrimental to clients. Positions given to unqualified internal staff who wouldn't be interviewed for the role as external candidates. Senior leaders (director and above) are more focused on keeping their jobs than the mission and will use lower staff work for their own career growth/safety. DEI didn't seem to apply for senior leader roles, where there was little, if any, diversity.

4
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