West Coast University

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West Coast University Jobs in Irvine, CA

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16 hrs ago

Default Management Specialist – new

West Coast University Irvine, CA

of federal student loan borrowing. Ensures that all students have appropriate guidance to make informed loan repayment decisions. Acts as liaison… West Coast University

2 days ago

Systems Administrator – new

West Coast University Irvine, CA

Reports directly to the Director, Infrastructure and Operations in a multi-faceted, multi-location academic setting, requiring twenty-four (24) hour… West Coast University

6 days ago

Admissions Advisor

West Coast University Irvine, CA +2 locations

Under direct supervision, the Admissions Advisor is responsible for prospective student entrance process of the campus Admissions department with… West Coast University

24 hrs ago

Campus Greeter – new

West Coast University Anaheim, CA

Responsible for greeting prospective and current students upon arrival at the school and directs to appropriate personnel and/or department. May… West Coast University

6 days ago

Medical Surgical Instructor

West Coast University Anaheim, CA

Under the general supervision of the Campus Dean, Nursing delivers clinical instruction according to an approved course syllabus using accepted and… West Coast University

West Coast University Reviews

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  • Helpful (6)

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    Former Employee - Anonymous Employee in Irvine, CA
    Former Employee - Anonymous Employee in Irvine, CA
    Doesn't Recommend
    Negative Outlook

    I worked at West Coast University full-time (More than a year)


    An apparently rare for-profit school that does care about student outcomes. Very nice facilities. Benefits for FT employees.


    When it’s mentioned in other reviews that there is rampant turnover and chaos at the Executive level, it might lose some of its meaning. So let’s get specific. During the two years I worked there, the organization lost both schools’ University/College Presidents, three of the five campuses’ Executive Directors (Campus Presidents), their General Counsel, three Presidents of the Shared Services division, two different VP’s of Operation, University Career Services Director, Vice Presidents of HR. In fact, the entire 20 person HR department turned over while I was there. All of them! What does that say about an organization? If that’s not enough, what does it say when a 1600 employee company in the Higher Education industry goes from having a tiny Training Department of three people to…having no training department?!?! None! ZERO! An example of how poorly run of an institution this is: After experiencing success on the West Coast, it was decided from on high that a campus would be opened in Miami (this while disorganization from having opened a campus in Dallas 18 months earlier should have taught them something). No additional resources were directed towards the recruitment or leadership of this campus. A year later, it was decided from on high that the university should open an online division. Were lessons learned from the previous two disasters? Nope. People were running around like headless chickens not sure of what they’re doing or how to accomplish the task. Then, when leaders with knowledge of how to accomplish the objectives are brought in and attempt to lead the necessary efforts, they’re told “that’s not how it’s done here!” They’re then sabotaged and branded as “jerks,” “overly ambitious,” or “a-holes.” There are people at WCU who care about the students and are a pleasure to work with: The Provost, the University Dean of Nursing among others. Yet sadly they are outdone by the political morass and inappropriate drama of the Shared Services division which comprised mostly of “kingdom builders,” is bereft of true leadership, and doesn’t make distinctions between appropriate and inappropriate behavior of its leadership. Very recently, it’s become clear that the owner has lost confidence in the executive leadership, but rather than change her ways, the CFO (who is also the Shared Services President for reasons unknown since she makes it clear she knows nothing about nor wishes to have anything to do with any of the other departments of the company than Finance) continues to allow her leadership to treat employees like chattel resulting in unfathomable turnover…like 200% to 300% year over year.

    Advice to Management

    Begin asking executive candidates questions to determine if they understand the difference between acceptable and unacceptable behavior.

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