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International Rescue Committee

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IRC PHX - Mitarbeiter (anonym) bei International Rescue Committee: Mitarbeiterbewertung

2,0
17. Juni 2018
Mitarbeiter (anonym)
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CEO-Befürwortung
Geschäftsprognose

Pros

After working at the IRC for just a few short months you will have experience handling very complex situations and feel comfortable in them. This will be useful when you go to other organizations and they don't normally have crisis issues/complex logistics.

Kontras

No one is going to train you on any of your crisis situations/logistics needs. You are going to have to figure them out with very little to no support from your supervisor/manager and with not knowing what resources the organization has in place and what is the role of the organization for these issues. If you fail your supervisor/manager will make sure to point it out to you and still not try to assist with the issue.

Mehr Bewertungen zu International Rescue Committee entdecken

5,0
12. März 2026
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CEO-Befürwortung
Geschäftsprognose

Pros

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

Kontras

No Cons to speak 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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