The Washington Post Jobs in Washington, DC

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30+ days ago

Principal Architect - Advertising Innovations

The Washington Post Washington, DC

include: • Guide a small, nimble development team • Design and develop applications and enhance existing advertising applications • Craft… The Washington Post


30+ days ago

Commercial Web Developer - BrandStudio

The Washington Post Washington, DC

include: • Work closely with our Creative Design and WP BrandStudio teams to develop cutting edge content and story-telling formats using the… The Washington Post


30+ days ago

Industrial Machinist

The Washington Post Washington, DC

If you are skilled in any of these crafts, and want to learn others, The Washington Post invites you to apply for a Full-Time position in our… The Washington Post


30+ days ago

Senior Developer - Front End

The Washington Post Washington, DC

• Bringing new technologies and architectures to our technology landscape… The Washington Post


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The Washington Post Reviews

3.9
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The Washington Post CEO & Publisher Frederick J. Ryan Jr.
Frederick J. Ryan Jr.
8 Ratings
  • Very professional environment

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

    I have been working at The Washington Post full-time (More than 5 years)

    Recommends
    Negative Outlook
    Approves of CEO
    Recommends
    Negative Outlook
    Approves of CEO

    Pros

    Depending on your department, but overall everyone is a smart professional and there isn't the office drama (although in some departments people stir it up). Expectations and evaluation of success is very transparent.

    Cons

    Promotion/movement is very hard, although some people are given a fast-track on a very arbitrary basis. HR is highly highly process-driven, putting a great deal of burden on the rest of the departments in hiring, evaluation, promotions.

    Advice to Management

    Make internal HR decisions as necessary without being tied by HR, but also apply this across the board. Evaluate individual trajectories (people suddenly becoming directors) and tie titles to standards across all departments.


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