Americans for Prosperity

www.americansforprosperity.org
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Americans for Prosperity Reviews

Updated March 27, 2015
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2.0
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Tim Phillips
1 Rating

2 Employee Reviews

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  1. It sounded like a good idea at the time...then the claws came out.

    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Former Employee - Anonymous Employee
    Former Employee - Anonymous Employee

    I worked at Americans for Prosperity full-time (Less than a year)

    Doesn't Recommend
    Neutral Outlook
    Approves of CEO
    Doesn't Recommend
    Neutral Outlook
    Approves of CEO

    Pros

    Opportunity to work on issues that matter and meet opinion leaders.

    Cons

    Constantly spinning plates to keep secret funders happy, rather than work issues effectively. Catty female directors play political favorites and draw blood. Assistants and interns are shared only with those in the inner circle of political favoritism.

    Advice to Management

    Be honest to prospective employees regarding organization's non-partisan claim. Don't squash the new people under an avalanche of office politics.


  2. AFP does good work, but the management seems overwhelmed.

    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Former Employee - Anonymous Employee in Washington, DC
    Former Employee - Anonymous Employee in Washington, DC

    I worked at Americans for Prosperity full-time (More than 3 years)

    Doesn't Recommend
    Neutral Outlook
    Doesn't Recommend
    Neutral Outlook

    Pros

    AFP has the edge in grassroots organizing for now, which makes it a fast-paced, exciting place to work. If you're in the right department or chapter, work can be fun. Lots of new younger staff makes for a very casual workplace.

    Cons

    As is common in DC, entry level staff overworked and underpaid for as long as they can stand it-promotions aren't common and turnover is high. Disconnect is natural between state and national staff, but could stand to be improved. Some favoritism with senior staff means that most will never be promoted- most junior level staff leave rather than see their careers stagnate.

    Advice to Management

    Don't be afraid to give more responsibility to talented younger staff, especially in Events and Communications-they're in the trenches and have great ideas for growth. Don't silo knowledge. Put more people on the ground in the states!



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