employer cover photo
employer logo
employer logo

International Rescue Committee

Questa è la tua azienda?

Programa Manager - Recensione dipendente - Program Manager presso International Rescue Committee

1,0
21 apr 2024
Consiglia
Gradimento del CEO
Pronostico commerciale

Vantaggi

it is a place you can learn a lot, but if you want to learn because no one is going to teach you.

Svantaggi

No one help you to find solutions or teach at you on where to find the tools to do your job. even when it is an ngo, the SMT, directors and management overall doesn´t have any clue on how to deal with the staff, they exploiter every one to achieve the indicators and to satisfy the donor , present the programs as you can do a lot with less cost but that means the staff needs to do what ever they can. don´t let people to rest, dont follow basic structure as 1 to 1 meeting with supervisor the salary is under according to responsibilities of the job,

Esplora altre recensioni su International Rescue Committee

5,0
24 mag 2026
Consiglia
Gradimento del CEO
Pronostico commerciale

Vantaggi

Very valuable insights in conducting work. Provides valuable input.

Svantaggi

None that I can think 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
Vedi recensioni per: Utile|Valutazione|Data|Tutto