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International Rescue Committee

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Fulfilling and Fun, but Frustrating and Disorganized - Cuban/Haitian Caseworker bei International Rescue Committee: Mitarbeiterbewertung

3.0
22. Sept. 2024
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CEO-Befürwortung
Geschäftsprognose

Pros

I love being part of direct client-facing staff. I enjoy the passion of the coworkers I work with. Because I work within a new program, I enjoy the freedom to develop systems and processes that best work for me. It's fun being a part of developing the tracking methods and workflow that will be adapted in the future.

Kontras

The office lacks the funding to hire the appropriate support staff that is needed, so everyone is over capacity and there is no help to be had even if you ask for it because everyone is trying to stay afloat. As a newer office, it means that processes are not fully developed and so you're on your own and that's often frustrating and disorganized. It means often being reactive instead of proactive when addressing issues. Plus, the onboarding process is so ineffective and inefficient. It is only focused on refugees, which is not helpful for CHE staff because everything in that program is different.

Mehr Bewertungen zu International Rescue Committee entdecken

5.0
25. Dez. 2025
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CEO-Befürwortung
Geschäftsprognose

Pros

Everyone is so nice here.

Kontras

we have a lot of time to collaborate one project

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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