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International Rescue Committee

Ist dies Ihr Unternehmen?

Great client population and diverse team - Employment Specialist bei International Rescue Committee: Mitarbeiterbewertung

4.0
7. März 2013
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CEO-Befürwortung
Geschäftsprognose

Pros

I loved working with people from all over the world, and refugee resettlement is obviously very rewarding work--helping people who have experienced unimaginable suffering to start a new life. If you are looking for a rich, cultural experience and fulfilling work helping people, you will likely find IRC an exciting, enjoyable place to work. I have a masters in social work, and the work at IRC fit well with my values. Most clients--though they don't have much by our standards when they arrive--are so thankful to be starting a new life here where they can feel safe and have their physical needs met. They trust you immediately to help them get on their feet here in the U.S., and it's very inspiring to watch them adapt. Working with refugees is a constant reminder that we are so blessed to live here.

Kontras

In social services, you typically have limited resources and high turnover. That is the case with IRC as well. You want to be able to help each client more, but the amount of resources for each refugee family is allocated by the government. That can be frustrating.

Mehr Bewertungen zu International Rescue Committee entdecken

5.0
24. Mai 2026
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CEO-Befürwortung
Geschäftsprognose

Pros

Very valuable insights in conducting work. Provides valuable input.

Kontras

None that I can think of.

2.0
22. Apr. 2026
Mitarbeiter (anonym)
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CEO-Befürwortung
Geschäftsprognose

Pros

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.

Kontras

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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